alcohol

The Root Of All Evil

Another update from the Jungle….

It all began so innocently with a run-of-the-mill claim of discrimination. Helen, the HR manager, sighed heavily when the claim hit her desk. Sally, the employee making the complaint, is far from being a satisfactory employee. On the other hand, Ben is her least favorite manager due to his inability to follow even simple rules on how to treat employees.

Grumbling to herself, Helen drives across the state to their work location to begin investigating. She settles and calls Sally in to make a statement. Sally shows up clutching a fistful of photocopied pages from the employee handbook with passages highlighted in neon green.

Sally spends the next two hours explaining how Ben has violated each highlighted policy. It’s a litany of slights, put-downs and hurt feelings that culminated in not being invited to Ben’s beer and barbeque party. Helen privately fantasizes about how much fun it would be to drop kick Sally and Ben out of her HR life. But when she hears of the beer and barbeque outing, she gets a cold chill familiar to any experienced HR person. What has Ben been up to?

Helen get rid of Sally and calls in other employees to ask for more details about Ben and his parties. What she learns almost straightens her perm. Davy gives her details of the barbeque and beer party that leaves Helen wondering if Ben was aiming to set a Guinness world record on beer consumption.

Assistant manager Jim tells her that Ben initiated him into the management ranks by taking him out for a celebration. The celebration included weekly trips through the honkytonks, road houses and nightclubs in a tri-county area. Jim says he only mentions it because he’d like to know if there is an HR policy to cover his treatment for alcohol addiction.

Helen calls in Ben for a chat. Ben says he’s had it with Sally’s whining and demands that she be fired because she’s a lousy worker. He becomes evasive when Helen asks him about the drinking parties.

What should Helen do next?

  1. She can make her fantasy come true by drop kicking Ben off the earth, or at least, out of the company.
  2. She can ask Ben to include Sally and other female employees in his beer and barbeque events as proof he’s not discriminating against them.
  3. She can give Ben a written warning about the myriad HR policies he’s violated and require him to take additional training in HR policies.

In the actual situation, senior management decided to give the manager a second chance at his job. However, his actions were closely monitored by the HR Director and senior management.

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.

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See, What Happened Was…

Another update from the Jungle….

Lexington & Concord is a professional firm that hires summer interns every year. El Cee, as it’s fondly known, has a reputation for training summer interns by making them work long hours with minimal feedback on their performance. Interns are happy to suffer knowing that if they survive, they will increase their chances of receiving a good job offer.

Kate, the HR manager, thinks the summer interns should be rewarded for their hard work. She convinces Charles, the senior partner, to have an end of summer party for the interns. Charles reluctantly agrees.

The party is held at the home of Rob, a senior partner in the firm who likes to brag about his possessions.  Unfortunately, Rob and his wife, Sally, choose this day to enact their version of the War of the Roses.

The guests arrive in time to watch Sally yanking off her wedding ring and hurling it into the shrubbery. The members of the firm are used to the Rob and Sally soap opera and swerve around the fight with the ease of practice, headed for the drinks by the pool.

Kate quickly steers the interns to the outdoor kitchen and pool area. After asking several partners to chaperon the interns, she dashes away to break up the hosts’ fight before the neighbors call the cops.  She finds Sally sobbing hysterically, but Rob has vanished.

When Kate returns to the pool, she spies Rob propped against the shoulder of a young intern. As she approaches, Kate hears him making suggestions to the young lady that freeze the marrow in her HR bones.  Before the intern can respond, Kate grabs Rob’s elbow to drag him away. Unfortunately, he staggers against Kate. They both topple into the pool.

Several people dive in to rescue them.  Kate clambers out of the pool and looks around in horror. Her summer party is turning into a Roman orgy with half-naked people frolicking at poolside.

Now it’s Monday morning and Kate is in Charles’ office trying to explain what happened at the party. What should she say?

  1. She can say she’s resigning to start a new career as an event planner.
  2. She can imply that it’s Charles’ fault for not attending and using the force of his disapproval to keep everyone in line.
  3. She can promise to never again share her ideas for boosting morale.

In the actual situation, the firm banned parties for summer interns. HR professionals can help their companies by setting clear guidelines on behavior at company sponsored events.

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.

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Join the HR Compliance Jungle today. Click here!

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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.

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Why Did You Leave Your Last Job?

Another update from the Jungle….

Danny is interviewing for a new job, and the question he dreads most has just been asked. Why did he leave his last job?  Danny stares at the in-house recruiter of his prospective employer and thinks back to his former job.

Danny is a young salesman, bright and energetic. He was hired straight out of college into his dream job. He thought his former boss, Sam, was his friend because they talked about sports when they weren’t talking about business.

They often hung out at a sports bar after work watching sports events.  They also called and texted each other about games they were watching during the weekend. Unfortunately, Danny hadn’t made the mental transition from college buddies to business colleagues.

He learned this hard lesson during March Madness.  Danny hosted a party for some of his college frat brothers. Since he was hosting his own party, he couldn’t attend Sam’s party for colleagues and clients.

As the game progressed, Danny called Sam to discuss the latest score and joke about some of the action. But Danny was drinking heavily and jokes that amuse frat brothers don’t necessarily amuse a boss, particularly a boss trying to entertain his own guests.  After the tenth call in as many minutes, Sam ordered Danny to not call him again. Danny laughed drunkenly and agreed. A few minutes later, he called Sam again. Sam hung up and turned off his phone.

The next day, Danny was met at the office by an HR rep who explained that getting drunk and making harassing phone calls to a boss was inappropriate. She informed Danny that he could resign and receive a severance package or he could be fired.  Danny chose the first option and returned home to nurse his hangover.

This sorry sequence of events flits through Danny’s mind as he stares at the in-house recruiter. What are Danny’s options?

  1. He can admit that he got drunk, showed poor judgment, and was invited to be successful elsewhere.
  2. He can trash his former employer as a rotten place to work.
  3. He can say that his former employer wasn’t a good “fit” or that he is looking for a new challenge.

In the actual situation, the young employee was given a few coaching tips during his exit interview, regarding appropriate behavior outside the office.  It’s always a good idea to add a segment in the on-boarding process to remind new hires that what they do on their own time can negatively affect their employment.

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.

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Join the HR Compliance Jungle today. Click here!

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