Vacation Time

The Morning After

Another update from the Jungle….

George rolls over and groans. It’s the morning after July 4th and he needs to go to work. George would love to call in sick, but he’s used all his accrued PTO.  As he shakily goes through his morning routine, he reflects on the long weekend that was.

George used his last PTO hours to take off Monday, knowing that he planned to have a good time over the weekend with his buddies. His memories of Friday night are fuzzy, involving a sports bar, overpriced drinks, and a contortionist from a circus or a zoo or something.  On Saturday his wife dragged him to a picnic with their church group. After gobbling down a couple of hot dogs and a bowl of potato salad, he joined his buddies for another evening of overpriced drinks.

Sunday he recuperated, sort of, staying in bed most of the day.  His wife was unhappy because he hadn’t managed to do any of the chores that he said he would. She walked around the house humming Highway 101’s hit “Whiskey, If You Were a Woman”.   George may be hung over, but he’s not stupid. It’s almost a relief to go to work today.

George staggers out the door and slides into his car. He makes it to the office safely, parks the car, and gathers his dignity for the stroll into the building. His co-workers smile at him and surreptitiously start a betting pool to guess when he’ll collapse face down on his cubicle’s desk.

Sally, his manager, notices his shaky hands clutching a mug of coffee in a death grip and frowns. She’s been worried for a long time about George.  He’s a likeable guy, hardworking and knowledgeable when he’s sober, but it’s obvious that he has a problem. Sally consults Connie, the HR manager, and they decide to call George in for a meeting.

What should they say to George?

  1. They could berate him for showing up too hung over to do his job and threaten to fire him.
  2. They could sanctimoniously point out the obvious, that he’s an alcoholic, and needs to change if he wants to keep his job.
  3. They could show concern by offering to help him get into a treatment plan to deal with his alcoholism before it costs him his job.

Holidays can be difficult for employees with addictions. Employers can help their employees, and the company’s bottom line, by offering an employee assistance program (EAP) and having an HR policy that encourages treatment first as an alternative to disciplinary proceedings.

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

Ebook Link

Join the HR Compliance Jungle today. Click here!

Follow us on Facebook & Twitter!

Visit our website!

Advertisements

Happy Thanksgiving!

image053Happy Thanksgiving!

Enjoy your holiday with friends and family.

The Jungle will return next week.

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

Download my FREE eBook today! Click here! 

Click here to join the HR Compliance Jungle today.

Follow us on Facebook & Twitter!

Before the R&R…

Another update from the HR jungle….
image021Sue is the HR director for her company and last week she was working on her year-end checklist. Sue is trying to knock out all the items on her checklist before she checks out for a two week cruise in the Caribbean. Last week’s checklist covered last minute items related to the Affordable Care Act.

This week’s checklist is a general review of her HR domain. It’s good to be in charge, even if she has no minions to obey her every whim. First, she talks with the payroll service to ensure that they have all the information they will need to issue W-2’s in January 2105. This task went on her checklist after a “miscommunication” earlier in the year meant a new hire didn’t get paid on time. Now Sue obsessively re-checks everything.

Sue’s decided to postpone her second checklist item until after her vacation because it will be tedious and time consuming. She needs to review the employee handbook to ensure that all the information is still accurate. She revised a few sections of the handbook over the past two years as the growing workforce meant additional employment laws applied to her company. Now it’s time to do a general cleanup. Sue knows she needs some R&R (rum and more rum) before tackling this task.

Sue’s final checklist item is to complete a status review of the HR department when she returns to the office in January. Now she just needs to deal with any last minute crises before leaving for her well-deserved date with rum and the sea.

Do you have a year-end checklist to keep your HR duties on track? We can’t promise you a Caribbean cruise with (lots of) alcohol, but we’ve love to hear from you.

 

Join the HR Compliance Jungle today. Click here!

Follow us on Facebook & Twitter!

Visit us: http://www.complianceriskadvisor.com/

 

 

Me First!

seagullBob’s business has grown as the economy picks up and he now has 10 employees. As the holiday season approaches, every employee wants time off. Bob’s problem is that he never formalized the company’s leave policy as he added employees. Now he’s in a bind as the holidays approach and he still hasn’t figured out a system for granting leave.

Sue argues that seniority counts since she was the first employee hired. Doris argues for a “first come, first served” process, which is why she gave Bob her leave request right after the July 4th holiday. Others argue for a rotation so that all employees eventually have a chance at being the first to choose. Bob’s starting to hate his own company as he faces these daily conflicts.

What options are available to Bob?

  1. He can appeal to the better nature of the employees, imploring them to sort it out among themselves. (Everyone who thinks that will work, raise your hand).
  2. He can use a seniority system with the longest serving employee choosing first and the most recent hire choosing last. (Employees dislike this system but most employers use it).
  3. He can create a leave policy, whether seniority based or on a rotation and then meet with employees to explain how the policy will be implemented.

Has your company faced similar problems and struggled for a solution?

Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

Join the HR Compliance Jungle today. Click here!

Follow us on Facebook & Twitter!

Visit us: http://www.complianceriskadvisor.com/