Liar, Liar, Pants on Fire
In the five years he has worked for C2T4 Company, Alfred (the Company's Bookkeeper), has been a nightmare employee. He calls out excessively and, when he does come to work, he routinely arrives late. In addition, Alfred has performance issues and regularly argues with his supervisor.
While reviewing Alfred's personnel file, Isabel (the Company's HR Director) realized that Alfred lied on his employment application. The application states that Alfred worked for XYZ RVs for 10 years, but Alfred's LinkedIn profile says he only worked there for 5 years.
The application contains the following statement:
"I understand that any omission or misstatement of material fact on this application or on any document used to secure employment shall be grounds for rejection of this application or for immediate discharge if I am employed, regardless of the time elapsed before discovery."
Can Isabel terminate Alfred for lying on his application?
- Isabel's good to go. He lied -- fire away
- Isabel has not reviewed every employee's application and terminated every employee whose application contains a lie. Instead, Isabel should go through the normal disciplinary action to address the poor performance and behavioral issues.
- This statement says "...regardless of the time elapsed before discovery." Even though it's been a while, this statement gives the company the right to terminate.
Scroll down to find the answer.
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New Supervisors Guide To Effective Supervision
APRIL 6th
2:00 PM CST
The main objective of this session is to help you be the best supervisor you can be. By the time the session is over, you will be able to:
- Identify key supervisory skills;
- Manage employees effectively;
- Promote superior employee performance;
- Achieve goals and objectives; and
- Project a competent, confident, and professional image.
Ergonomics for Healthcare Workers
MAY 5TH
2:00 PM CST
On the job, your body has to deal with a variety of stresses and strains that could lead to injuries unless you take proper precautions. This session will talk about ergonomics, which is the study of the job hazards that cause these injuries.
The main objective of this session is to make you aware of ergonomic hazards on the job and teach you the precautions you need to take to prevent injuries. We will discuss how to:
- Identify ergonomic risk factors in your job,
- Recognize the signs and symptoms of musculoskeletal disorders, or MSDs,
- Lift and carry objects safely,
- And, take other precautions specific to your job to prevent ergonomic injuries
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The correct answer is B!
Explanation:
While this statement can give employers the right to terminate under certain circumstances, if not consistently applied, it may be considered retaliatory if an employee claims the termination was discriminatory in nature. If other applicants or employees were not adversely affected for putting false information, misstatements or omissions on their applications, it may be difficult for an employer to prove this was the reason for termination.
However, if the discovery was relating to fraudulent information that suddenly came to the employer
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s attention and the discrepancy was corroborated by information found on the application, it may be more believable this was the sole reason for termination and not some other underlying reason. For example, an employee never attended college and did not receive his degree in Engineering, which is a minimum requirement to obtain the job.
Keep in mind, an attestation statement on an application will not supersede violations of public policy, such as anti
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discrimination laws. For this reason, it is advised to follow the company
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s normal disciplinary procedures, document all disciplinary problems, and terminate an employee based upon a failure to address the poor performance and behavioral issues.
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HE-SAID-SHE-SAID....FINDING OUT WHAT REALLY HAPPENED
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Have you ever received a "he said-she said" sexual harassment complaint? Did you reach a conclusion about what really happened? Read ahead to learn how one HR Director responded to an employee's complaint of a manager exposing himself...
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ARE YOUR EMPLOYEES AT RISK OF LOSING THEIR RELIGION IN YOUR WORKPLACE?
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Like every employer, H.O.T.M. Casino has employees who claim they need some type of accommodation for their religious beliefs. While Steve, the HR Director, knows that employers are required to provide reasonable accommodation for religion, he is uncertain about whether accommodation is required for the following employees:
- Mara (an esthetician) who requested May 4th and every Friday off from work because under her religion, Jediism, working on the Sabbath and/or the religious holiday (May the Fourth) is prohibited;
- Hannah (a newly hired bartender) who came to her interview with her long hair flowing. Yet, on her first day of work, Hannah arrived wearing a hijab and asked for an accommodation to wear the hijab because of her religion; and
- Adam, Jacob, Joseph, and David (maintenance workers), who have asked that they be permitted to perform their daily prayers in one of the unused rooms on the Casino property.
Is Steve required to provide accommodation to any of these employees?
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Click on any of the above topics to link to the full article or
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LONG AND SHORT TERM DISABILITY
We have some great long term and short term disability products that are available to you. Check with your Benefits Team and we can tell you all about them!
PARTNER OFFERINGS
Ask us about some of the white glove and concierge medical services our carrier partners offer! Email [email protected].
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Is your company fully covered?
Do you have a trusted insurance partner, or do you only see them once a year?
Is your renewal done on time and accurately?
Do you have the proper limits to cover lawsuits?
If you would like to receive an analysis on your business insurance program, please email us at
[email protected] and we will have one of our Risk Management experts tell you more about our Property and Casualty and Private Risk Management offerings.
Our first steps will involve a study of your loss history, performing a coverage analysis, review benchmarking data, prioritize risks, find gaps, and uncover valuable savings. By working with our highly rated insurance carriers, we secure favorable terms which align with your corporate goals and risk philosophy. Once coverage is placed, we develop an annual service timeline to help both of us track risk management activities.
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