Yes. Generally, you can send sick employees home early when they are visibly ill or there is objective concern for the spread of a contagious virus. We recommend you inform the employee, as well as your other employees, of your expectations for when employees should or should not come to work due to common contagious illnesses. Many employers choose to send employees home only in severe circumstances (e.g., a highly contagious illness) as the cold and flu seasons could mean that many employees are sick or recovering at the same time, and employees may not need to stay home when fighting, for example, a minor cold.
Keep in mind that it is important that everyone have a clear understanding
Yes, I would suggest you give the employee a verbal warning concerning her unprofessional behavior. While you could, in fact, tell her to “grow up,” that may not be the most useful advice. You can tell her that slamming and stomping are not acceptable behaviors in a professional setting, and that you would appreciate it if she addressed frustrations with her direct supervisor or with you. You should also remind her that you’re on the same team and helping the team is part of everyone’s job description. You might also let her know that you’re there to support her, that you want her to succeed, and that while first jobs can be especially stressful, she’s not alone.
There are a lot of reasons why an employee or a team may be underperforming, and sometimes it takes a little digging to get at the root of the problem. Under-performance could be due to a skill gap, unclear expectations, or a lack of incentive to perform. It could be due to obstacles in your organization that prevent people from completing their assignments or getting their work done on time. There could be a combination of factors that would need to be addressed before employees could routinely do their best work.
Consequently, while your performance management process should have some consistency to avoid any discrimination, it also needs to be complex enough to account for a mul
On January 31, 2020, the United States Citizenship and Immigration Services (USCIS) released a new Form I-9. The form is dated 10/21/2019 and should be used immediately. USCIS is allowing employers a three-month grace period, however, during which the old form (dated 07/17/2017) may be used. By May 1, 2020, only the new form should be used.
The new form can be found on the HR Support Center by searching Form I-9, or on the USCIS website, here. Regardless of where you get it, make sure you right click on the download link and “Save link as…” then right click the saved file on your computer and select “Open with Adobe...”
USCIS made the following changes to the
Valid wage garnishments need to be followed regardless of the affected employee’s feelings on the matter. In this case, you should go ahead and follow the instructions from the garnishing agency, withholding and sending them the specified amounts. The instructions should tell you what kind of notice you need to provide to the employee and provide a contact number if you have questions about remitting the payments. You may want to have a separate conversation with the employee so you can explain your legal obligations and why you cannot refuse to withhold the required amounts. If the employee wishes to get the garnishment discontinued or altered, you can refer the employee to the garnishin