Autism in the Workplace: 5 Steps HR Professionals Can Take

According to An Employer’s Guide to Managing Professionals on the Autism Spectrum, “young adults with autism experience the highest unemployment rate of any group of individuals with disabilities”. While there may be an array of reasoning behind this, it becomes the responsibly of the employer to create an environment where …

Employment Happenings for 2018

So much has happened in employment for 2017 and even more to come in 2018.

I read an article on SHRM, that compared the “Ins and Outs” for 2018. Some interesting points were highlighted. 2018 is looking like the year of the employee: new leave laws, increased wages, and revamped programs for better talent management and employee retention.

I think most of these changes and shifts will improve workplace culture but there maybe be some downfall. I’m still very skeptical about this “artificial intelligence” in the workplace.


HR Chronicles: Cut the Crap

As long as I work in HR, I don’t think I will ever get tired of saying
“I can’t believe this s###”!

Sometimes I cannot believe the stories that I’ve been told or the measures that were taken to deceive or get away with fraudulent activity.

Just yesterday, I had an employee contact me. Long story short, I placed this employee on leave back in January. They did not receive full pay because they did not submit the completed FMLA and Short Term Disabilty forms. They made a mini stink about not receiving a full check, and also claimed that I never gave them any forms. Fast forward to yesterday, this employee calls and asks “if I get the forms completed by my doctor can I get paid because I don’t want to lose my time”. Huh!

I was so confused.

I had to ask if they were referring to the leave from a year ago. The employee had the nerve to say it wasn’t a year ago, and that the doctor was on vacation for 4 MONTHS that’s why they couldn’t get the forms completed (I thought I never gave them to you…any who). I was busy at the moment, so I told the employee I would get back to them.

Now today, the employee calls to follow-up. I went onto explained that the leave was no longer in effect, and we are not going to provide back sick pay (especially when the policy and procedure was not followed). Clearly, they didn’t like the answer because they stated “so I’m going to have to fight this.” A snippet of me wanted to say “just stop, I have so many other pressing issues to deal with than this money making scheme you’re trying to pull”, but of course I didn’t [I couldn’t]. My NO led to the famous question of “who’s your supervisor” – which I provided. After the call, I informed my still newish Director of the situation and now she wants a timeline of the leave event ::rolls eyes:: They love to waste my time!

Am I in the wrong here? I know the nature of my job and what’s required of me. I get instant gratification knowing that I’m able to help an employee in need of information and guidance. But there has to be a limit to the nonsense.

Would love to hear your thoughts on this!

Discrimination?! Have no fear, know these 5 powerful laws…

Lately, allegations are coming out of the woodworks about sexual harassment and discrimination in the workplace. It’s almost incredible to learn how normal these behaviors appear to be. However, sexual harassment is not the only form of harassment or discrimination one might experience in the workplace.   The Equal Employment …