The HR Specialist Forum
Question: “I’m planning to create a standard letter to send to applicants who we
interviewed but rejected. Do other companies send such letters? (This
was our president’s idea!) If so, can you give me an example of the
wording you use? Thanks.” -- Janice, Texas
Question: "Our small law firm has several administrative staff
members nearing the top of the pay scale (both in our organization and for
similar jobs in our region). Does anyone have experience with keeping employees
in that position motivated? We're not in a position to raise their salaries,
but we need to keep them energized and excited." -- B.D., New York
Question: "I’m new to HR and feeling a little overwhelmed. Between
hiring, compliance, benefits, performance management and all the other aspects
of the job, I’m having a hard time prioritizing. Can experienced HR people
suggest any tips, tools or resources to help me keep track of what needs to be
done and what to focus on first?" -- J.A., Florida
Question: “We’re revisiting our health plan, and are looking at when new
employees should be eligible for coverage. Insurance companies we’ve
spoken to say we can sign people up for coverage after the first full
month of employment. A couple of executives think we should let
employees sign up only after they have completed our 90-day
introductory period. The company will be paying half the employees’
premiums. How long should an employee be on the payroll before becoming
eligible for company-paid health insurance?” -- Evey, New York
Question: "When some employees come into the HR office, they carry on
like they’re at home yelling at their children! How can we let them know
that this kind of behavior is out of line, without escalating their anger? What
kind of language or techniques can we use to defuse these tense situations and
get on with solving their problems?"
Question: "With the U.S. Senate starting to debate immigration reform, many HR
pros are worried that Congress has no idea how the current
worker-verification system really works. What's your experience with
employment verification? If you could offer senators one piece of
advice to make the process work better, what would it be?" -- The HR Weekly Editors
Question: Does anyone utilize other terminology for what’s commonly called a “probationary period?” I am concerned that this terminology could jeopardize our at-will status. No matter what you call it, what other issues should I consider as we formalize how we treat employees during the first 90 days on the job? -- P.R. Ohio
Question: My company president and I are having a disagreement about what's
legitimate use of sick leave. He thinks employees should only take sick
leave when they themselves are sick. I believe it's also okay for
employees to use it for doctor's appointments and caring for their sick
children. What do your sick leave policies cover? Do you spell out when
it's appropriate for employees to use sick leave? -- T.C., Delaware
Question: We're gearing up for our annual performance-appraisal cycle, and I know I'm going to have to hound several managers to get their reviews done on time. We go through this every year. Any advice for encouraging (or forcing?) them to complete the paperwork and conduct review meetings on a timely basis? -- Stephen, Arizona
Question: My CEO asked me to look into the feasibility of requiring employees to be 'tobacco-free' off the job as well as during working hours. He thinks we could save a lot on health insurance if none of our employees smoked. Has anybody done this ... or considered it? What issues do I need to consider before I make a recommendation on how we should proceed? -- Chris M., Ohio
