Dear HR, We are hiring one of our current volunteers for a new upper-level position. If the volunteer duties are not involved with the new position, can they do both? Answer: Per BOLI, an employee can only qualify as a volunteer if these four criteria are met: The work must be at the employee´s initiative. The work must be outside normal or regular work hours. The employee must be performing a religious, charitable or […]
Dear HR, I have suspicions about a long-term employee stealing cash. Over the past couple of weeks I have ceded the till with additional money and only once had an overage reported. How should I handle the termination? Should I give the employee this information if I’m not interested in taking additional legal action? Answer: Often if you terminate without giving an explanation, employees may make up the reason on their own, which has […]
For the last several years, the minimum wage has been a hot topic, not only in Oregon, but across the nation. Last week, Governor Kate Brown signed Oregon’s new minimum wage blueprint into law. Oregon is the first state to implement a unique and complex multi-tiered minimum wage system. With this boost, Oregon is set to have the highest state based minimum wage in the nation by 2022. Under this multi-tiered system, Oregon is […]
Dear HR, We have a female employee who has reported being sexually harassed after hours by male employee. Our on site manager was able to obtain copies of the text messages and verified the phone number. Due to the nature of the messages and the female employee being scared we let her go home and we waited before sending the other employee home only telling them they would be contacted by Cardinal on Monday. Help! […]
Dear HR, One of my delivery drivers is constantly complaining about chronic back pain and tiredness. This employee in the 50+ age range and lifts 50 pounds on a frequent basis. I’m concerned the employee may seriously injure themselves if they continue on this job. What are my options regarding an aging employee? Any ideas on how the employer should handle this? Answer: This can be a very tricky topic and you’ll want to […]
Dear HR, I received a complaint from a customer that an employee at my shop smells like pot. I have not witnessed the employee acting suspiciously so don’t think there is enough to go on for a reasonable suspicion drug test. What can I do? Answer: Privately, and directly, advise the employee of the complaint. Ask if they had smoked/used. Will either get (a) a confession, or more likely, (b) a denial. If (a), […]
Time is a precious commodity; a commodity that employers always need in abundance, but have difficulty managing efficiently. Even for the most organized business owner, there are never enough hours in the day to complete what’s on the agenda. So the solution is simple; create more available hours. MORE HOURS IN YOUR DAY Although extending the hours in a day is not possible, you can add more available hours to your day by restructuring […]
Dear HR, Will an Employment Contract keep my employees from jumping ship? Two long time employees have announced they are leaving to go work for a new competitor in the local area after paying out a considerable amount of money for additional industry related training for said employees. Although I can’t match benefits and the higher wages the competitor is offering, can I require employees to sign a contract with my company? I’d ideally like […]
Employees are an often overlooked investment, one which requires regular maintenance to keep them in “good working order.” Competitive pay and benefits is just the tip of the iceberg when it comes to keeping your employees engaged and satisfied in their jobs. How do you maintain your investment? Consider creating an employee retention program. Studies show that employers benefit from strong employee retention programs. An effective employee retention program saves you time and money by […]
Dear HR, Have you heard of a W-2 contract-to-hire person? It was mentioned that to better protect ourselves, even though we have at-will employment and our health insurance policy will have a 90 day wait period, that we should hire all new employees as W-2 contractors and that at the end of 90 days review for conversion to employee hire. I’m confused…please help! Answer: We have heard this term offered by our clients over […]