HR Solutions Weblog

Recently we had a 40-employee client where a supervisor knew he had an employee that was bullying another employee.  The supervisor, rather than bringing it to the Manager’s attention or to us, thought he could handle it on his own by coaching the bully rather than protecting the employee being bullied.  By the time this came to someone’s attention, the victim employee had quit, was seeking legal damages and the company was negligent.  

This was a true form of harassment and should have been dealt with swiftly and specifically after the first incident. 

Questions that should have immediately been asked:

• How did the supervisor know? 
• Did he witness the harassment on a regular basis? 
• Did the victim bring it to the Supervisor’s attention? 
• Did all employees know if they brought an harassment issue to a supervisor and felt it was not resolved, they had recourse through another avenue? 
• Was there harassment training on a regular basis?

Are you comfortable identifying harassment issues?  Do you have questions that need answers for your business on all forms of harassment?  April 22, 2010 our monthly live Webinar will be on Harassment. Please join us.

Today I was thinking about all the businesses that will be dealing with employees developing “Spring Fever” and taking unscheduled time off work.  This wreaks havoc on production, schedules, deadlines and productivity because, as we know, someone has to pick up the slack.  I talked to 3 business owners this week who thought they had to let employees take time off without pay!  

As always, when addressing this issue, we ask the question “What does your handbook say?"  If your employee handbook does not address this issue, it should.  Still, there is no reason an employer should feel they need to grant time off work when an employee has used all their vacation, sick or - our preferred - PTO except in extenuating circumstances.  Allowing time off without pay prevents you from running your business according to plan and expectations when your employees will be present. 

If you don’t already have a policy stating the above, create one.  If you need assistance writing this policy or need a complete review of your handbook or one started from scratch, contact us anytime.