Monthly Archives: July, 2022

• HR Question of the Week

  by Staff

  July 29th, 2022 / No Comments

  HR Question:
  Can we ask references about an applicant’s previous use of sick time? We’d like to get a sense of their reliability.

  Answer: 
  No, you shouldn’t make any inquiries into an applicant’s history of calling in sick. Asking about absences because of illness or injury before extending an offer of employment runs afoul of the Americans with Disabilities Act because it’s likely to elicit information about an applicant’s disability.

  Sick leave laws may also come into play. If you’re in a state that requires you to provide sick leave, making adverse employment decisions based on use of protected sick leave use (including deciding not to hire someone) could expose you to liability.

   

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• New Mental Health Crisis Dialing Code Launches July 16

  by Staff

  July 15th, 2022 / No Comments

  The 988 Suicide and Crisis Lifeline (Lifeline) launches nationwide on July 16. Similar to dialing 911 for medical emergencies, people in emotional distress or suicidal crisis can call or text 988. This News Brief explains the new dialing code further.

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• Question of the Week

  by Staff

  July 5th, 2022 / No Comments

  Question: 

  “An employee emailed us saying that if we didn’t give them a raise, the email would serve as a resignation notice. What do we need to do to accept this resignation?”

  Answer:

  We recommend you reach out to the employee to inform them of your decision not to provide them with a raise. In this communication, you can note that you’re accepting their resignation per their email and ask them when their last day will be. If the employee doesn’t provide you with a final date of employment, you can set it yourself. If you change your mind and want to give the employee a chance to backtrack their statement, i.e., stay employed without the raise, that is another option and is entirely up to you.

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