FMLA/ADA
Luke says that his back is hurting and that his doctor says he needs to be seated while he's working. To HR or not HR?
To HR!
They'll go over reasonable accommodation and take the doctors note for Luke's file.
There is an open position on your team that your sister would be a perfect fit for. To HR or not to HR?
Depends. Who is she reporting to?
An employee reports a minor injury days after it happened. What does this fall under?
Workers compensation.
An employee forgot to enter time onto their time card and the paycheck has already been issued. To HR or not to HR?
To HR.
Legally obligated to issue worked wages.
An employee makes a joke about a coworker’s disability. What should the manager do? And to HR or not HR?
Address immediately and to HR.
This falls into ADA & EEOC.
An employee’s performance drops, and they mention a medical issue as the reason. To HR or not to HR?
To HR!
Consult with HR before moving forward with a warning or write up (possible ADA/FMLA).
A manager is involved in hiring a close friend but believes they can stay objective. To HR or not to HR?
To HR!
Disclose and recuse / involve HR.
The meaning of the HR acronym “ADA”.
Americans with Disabilities Act
Two employees have a minor disagreement that is resolved quickly. To HR or not to HR?
Yes to both.
Manager can handle, but document or keep HR in the loop.
Marcus tells you that he feels ostracized from the team because he's from Spain. To HR or not to HR?
To HR!
An employee says they are “struggling with a health condition” but doesn’t formally request leave. To HR or not to HR?
To HR!
This may trigger FMLA/ADA obligations- HR will know what to do.
A supervisor gives preferred shifts to a personal friend on the team. What risk does this create?
Perceived favoritism / conflict of interest
The meaning of the HR acronym “FMLA”?
Family Medical Leave Act
Two employees argue, and one accuses the other of being “rude,” with no mention of protected characteristics. To HR or not to HR?
To not HR.
Document, but you're always welcome to tell HR.
A manager gives more physically demanding tasks to certain employees based on assumptions about strength. Does this fall into the discrimination category?
YES & to HR.
Could be gender/ability discrimination—even if unintentional.
Marry tells you that she needs time off to have a minor surgery. To HR or not to HR?
To HR!
FMLA qualifying event.
A manager fails to disclose a romantic relationship with a direct report, and later gives them a promotion. What are the risks? To HR or not HR?
To HR!
Risks: Conflict of interest, favoritism, potential compliance violation.
Treating someone unfairly based on a protected characteristic is called what?
Discrimination
An employee complains about unfair workload distribution, but there’s no reason why they think this. To HR or not to HR?
To not HR.
As a manager you should make sure their workload isn't due to protected classes.
An employee asks you not to report their discrimination concern because they “don’t want to make it a big deal.” To HR or not to HR?
TO HR, patterns= systemic risk
An employee needs time off to care for a seriously ill parent. To HR or not to HR?
To HR!
Could be a qualifying FMLA event.
No policies were technically broken, but multiple employees believe decisions are influenced by personal relationships. To HR or not to HR?
To HR!
Patterns may lead to an investigation.
Not really a definition, but can you write a letter of recomendation for an employee?
Sorta, it would have to be a personal recommendation.
An employee complains that another coworker is “hard to work with” and “dismissive,” with no other reasoning. To HR or not to HR?
To not HR initially.
Or if you're not sure- talk to HR.
If it escalates despite your effort to deescalate, talk to HR.
A manager consistently avoids assigning complex tasks to an older employee “to not overwhelm them" out of courtesy. To HR or not to HR?
To HR.
Reason: Assumptions tied to age = discrimination risk.