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May21

Hello world!

May 21st, 2018, 9:05 AM |  Posted in: Human Resources Management |
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May21

Hello world!

May 21st, 2018, 2:56 AM |  Posted in: Human Resources Management |
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May15

Hello world!

May 15th, 2018, 1:32 AM |  Posted in: Human Resources Management |
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May06

Employee Used PTO without Authorization

If an employee takes one week of PTO without notification, can we legally pursue disciplinary action against the employee?

Employers are permitted to take disciplinary action against an employee for violation of company policies and procedures. If the employee was aware that PTO must be authorized in advance and he failed to do so, then he should be disciplined in accordance with company disciplinary policies/procedures.

Though many employers assume employees know better than to take time off without asking first, make sure employees are actually aware of any such policy or practice on the matter. Smaller companies without employee handbooks or established policies tend to have these types of issues.

Discuss the situation with the employee. Considering his explanation, impose the appropriate disciplinary action based on policy and/or past practice. Make sure the employee is clearly aware of what is expected of him the next time he needs PTO.

It’s worth mentioning that some states have adopted legislation regarding the administration of PTO, specifically vacation time. Some of these states require employers to notify employees in advance of PTO policies. So, it’s important to be aware of any applicable legislation in your state.

HTH!

May 6th, 2018, 9:30 PM |  Posted in: Workplace Management |
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May06

Employee Working Through Lunch and Leaving Early

Per union contract, all employees will be allowed a 45-minutes lunch period. An employee wants to work through lunch and leaves early approximately 5 times a month because she needs to pick up her grand kids whenever her daughter can’t pick up the kids. This negatively impacts the office operation as arrangement needs to be made to ensure operation. What should the supervisor do? Allow or not allow the employee to work through leave and leave early as she needed? Thanks.

Whether the employee should be allowed to work through her break and leave early depends on the wording in the union contract, the impact on business operations, and past practice.

Does the contract require employees to take their full meal period? If employees are expressly required to take their full meal period without exception, then the employee must take her full lunch break. Allowing her to still leave early would be at your discretion.

Consider how significantly the employee’s early departure a few times a month would really impact business operations. Is the employee’s performance otherwise good? Is it worth it to risk losing a good employee over her needing to leave early? How difficult is it really to make the necessary arrangements? Is there something she can do to help with the arrangements i.e. find coverage herself?

It’s also important to consider if there is any past practice of allowing employees to work through their lunch and leave early on a regular basis. Employees should be treated fairly and in a consistent manner. So, if other employees were allowed to do this, then this employee should be treated similarly.

HTH!

May 6th, 2018, 9:17 PM |  Posted in: Workplace Management |
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