SAVANNAH tel 912.236.0261 BRUNSWICK tel 912.262.5996 HUNTERMACLEAN.COM Don’t Wait for the Sharks to Rain Down: Managing HR Risks May 3, 2016.

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Presentation transcript:

SAVANNAH tel BRUNSWICK tel HUNTERMACLEAN.COM Don’t Wait for the Sharks to Rain Down: Managing HR Risks May 3, 2016

Documents Summary Application Consent forms I-9 Handbook, including employee acknowledgement Periodic Evaluation Discipline/Coaching “Form” not important, but Employee needs to sign Separation (includes GA DOL form)

Business Considerations Can this person be trusted? Can this person’s job be saved? Does this person make everyone else’s job easier or harder? How much time and effort are we spending on this person? Does this person advance the goals of the organization? Does this person put the organization at risk?

Hiring – Slow to Hire

Focus on actual job requirements and spend some time with the candidate Do you have reliable transportation to work? Can you get to work on time? Are you able to work overtime on nights or weekends on short notice? Do you have specialized experience or training? Hiring

Here are the job requirements – can you do this job? How? Show me. Warning – Is the job description accurate? Are you consistent with this screening device? What did you like best about your old job? What did you like least? What was the grievance procedure at your old job?

Hiring What do you want out of this job? What can you do for us?

Background Checks

Discipline/Coaching Be consistent – treat similarly situated people the same Consistency is a bench mark of employment law Variances in performance, conduct, outcomes, and business requirements are valid reasons for business decisions that treat people differently The reason for the business decision should be clear at the time, not after the fact

Discipline/Coaching How have you handled this problem in the past? Unwritten policies may be just as important as written ones.

Discipline/Coaching Do not avoid the problem – it will usually get worse

Discipline/Coaching Avoid false emergencies – use suspensions to buy you time Gather the facts Minimize emotions Consult with others

Discipline/Coaching Do not meet with employee alone Do not tape record

Discipline/Coaching No warnings for clear rules infractions For “softer” performance problems, progressive discipline is appropriate.

SAVANNAH tel BRUNSWICK tel HUNTERMACLEAN.COM Presented by: Wade Herring HunterMaclean