Q. We have an employee whose girlfriend has come in and wandered through the production floor without permission. We have escorted her out of the building twice in the last month. What are our options if she comes in again? Should we call the police? Is there any way we can discipline the employee because his girlfriend keeps calling in several times a day wanting to talk with him?
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In 2007, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs selected Frito-Lay for an audit by issuing a scheduling letter. Two years later, the agency requested hiring data for January 2008 to October 2009 claiming it had found a “statistically significant” difference in its hiring rate for women at its Dallas facility. Frito-Lay refused, claiming the scheduling letter did not authorize the new data’s release.
Employees don’t always see eye to eye on discipline, performance appraisals or other workplace issues. But as long as you reasonably believe that your discipline was appropriate or your evaluation was on the money, you have little to fear. Simply put, the employee doesn’t get to second-guess your reasons.
Minnesota workers injured on the job are entitled to workers’ compensation benefits and can’t be punished for asking for or receiving those benefits. Remind supervisors and managers that it’s their job to manage the workforce despite injuries and that threatening or actually punishing workers who apply for benefits is illegal.
When Suzanne Benoit, SPHR, joined Wright-Ryan Construction as its HR director, she learned that the company had been using an annual performance review process that wasn’t yielding the results it wanted. She then created a new process designed to improve performance, accountability and employee engagement. Here’s a conversation we recently had about how that process worked and its results.