HR
Best Practices
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Question of the Month: What is the best
method for notifying an employee that he will be subject to a random drug test?
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Answer:
A best practice approach is to notify the worker individually in one-on-one conversation or via written notice, which leverages the employee’s direct manager as a liaison
in the process. The company must first have a policy in place that notifies all employees of the random drug and alcohol screening policy.
While some employers notify (via email or other mass form) individuals or groups of employees or managers, this practice could lead to gossip or speculations surrounding any changes in employment. In addition to random screening, employers may also consider
a policy on reasonable suspicion testing. When it is believed that an individual is under the influence while working and the employer has reasonable suspicion (smell of drugs or alcohol, slurred speech, lethargic, unfocused, swaying, dilated pupils, etc.),
the employer may send the individual for testing under escort by a member of leadership or via taxi. In doing this, the employer is implementing precautionary steps to ensure that the individual is not operating a vehicle when there is reasonable suspicion
of being intoxicated or under the influence. Further, the company’s protocol should include a meeting with the individual where the manager or HR representative, along with a witness, may determine if the individual seems to be under the influence. Reminding
the individual of the policy and the need to ensure that the employee is not in violation of the policy before transporting the individual to the testing facility may reduce any challenges that could otherwise exist in this interaction. Creating a communication
plan, protocol for screening, and training managers on how to handle the communication in advance of a random or reasonable suspicion screening will enable the company to interact seamlessly with the employee(s) when handling such situations.
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Vetting the Right Candidate
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Vetting the right candidate through a selection filter is the all-inclusive process of consciously hiring the best of your candidate pool. Let’s first be
honest, though. The right candidate on paper may simply not be the right candidate in person. Maybe the individual just isn’t a fit with the culture and organization’s values, or he or she lacks some key experience that cannot be trained on the job. Whatever
the reason, it really is okay to not settle on a candidate that may not be a good choice for the role and the organization long term...
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3 must-dos when hiring contingent workers
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The modern workforce is undergoing a quiet transformation. According to the U.S. Government Accountability Office — as well as separate, private surveys
— roughly a third of the U.S. workforce comprises contingent workers. About 83 percent of executives report an increasing reliance on these professionals. By 2020, many experts predict that almost half of non-governmental workers will enjoy free agent status.
But despite this growing trend, many employers still don’t know what they need to about this important worker segment...
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2016 State of Safety: Changing Demographics
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For years, the number of older workers on the job has been increasing, and that number is expected to continue to rise in the near future. Older workers
bring with them a wealth of knowledge from their years of experience. But they also bring increased risk of on-the-job fatalities and severe injuries. If employers want to stem the potential tide of life-threatening and costly incidents among aging workers,
the time to act is now...
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7 Types of People Who Could Sink Your Brand
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When you develop an idea into a business, get paying customers and deliver on your offer, it’s easy to think you’re safe. Your vision has become reality!
But if you don’t focus on the brand and manage and protect it at all costs, you are losing site of your most important asset...
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