This section helps HR professionals minimize the risk of liability at employer-sponsored charitable and social events and protect against common risks, including sexual harassment claims, wage and hour claims by nonexempt employees, liability for alcohol related incidents and workers' compensation claims.
Leading practice guidance discussing managing disciplinary issues, including establishing a disciplinary procedure, conducting an investigation, conducting disciplinary interviews and determining the discipline to impose.
An employer may use this policy when two employees voluntarily enter into a dating relationship. A Love Contract may limit the liability of the employer for any harassment or discrimination as well as set forth the parameters for the romantic relationship in the workplace.
Leading practice guidance discussing disciplinary interviews, including setting up and preparing for the interview, questioning techniques, listening skills and deciding the outcome of the interview.
Employee tardiness should be addressed by supervisors and management in a serious and professional manner. Management should follow the steps in this How To when dealing with any employee who is habitually late before that employee's tardiness escalates into a larger issue for the employer.