With summer-vacation season here, you may be tracking employees' comings and goings using schedules posted on a bulletin board or online.
But not everyone thinks so highly of publicly posted vacation schedules.
"I wouldn't make it public knowledge," writes Kathy, an HR professional, in a recent issue of The HR Specialist Forum (www.theHRspecialist.com). "People get robbed when they're on vacation, and if that info is posted for all the world to see, you may have legal problems."
Advice: Solve this potential problem with a middle-ground solution. Don't abandon your in-house vacation schedule; it's a valuable planning tool and isn't likely to spark legitimate invasion-of-privacy claims.
But employees have a valid concern in not wanting the public to know when they'll be out of town. For that reason, it's best to post paper-based schedules in employee-only areas, typically where other employment-related notices are posted. Place a cover sheet over it so passersby can't view it easily.
Or use an electronic system that's only accessible to employees, such as Outlook calendars or intranet sites.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Can a company be liable for race-biased firing if decision-maker didn't know the person's race?
- What are the pros and cons of prohibiting workplace photography?
- Set the example on customer service
- Successful Negotiating: 7 Steps to Getting What You Want – Audio Conference