HR Policies & Procedures
What is FMLA, and who qualifies for it?
Family and Medical Leave Act, and associates who have worked at least 12 months and 1,250 hours at a company.
A coworker makes repeated inappropriate jokes. What should you do first?
Report the behavior to your HR Team immediately, following the company’s harassment or code of conduct policy.
What is the maximum number of consecutive days you can be absent without contacting your manager before it’s considered job abandonment?
Job abandonment is two days / Two No call/No show
Who should you speak to first when dealing with a workplace conflict?
You should first speak to your immediate supervisor and HR manager
What is EAP, and what does it offer?
Employee Assistance Program (EAP) offers free, confidential support for personal, work, and mental health challenges.
Who should be contacted to begin the accommodation request process?
Our designated HR Team
You hear two employees arguing loudly. What’s the appropriate next step?
Separate the associates calmly and privately, then report the incident to your HR for further handling.
How many days of bereavement leave are associates entitled to for the death of an immediate family member?
Up to 3 days
Name two examples of workplace misconduct.
🔴 1. Behavioral Misconduct
⚠️ 2. Attendance Misconduct
💼 3. Policy Violations
💰 4. Ethical/Integrity Misconduct
🚫 6. Discrimination or Retaliation
🧾 7. Substance Abuse & Safety
Where can employees access mental health resources?
Optum is our Employee Assistance Program (EAP),
They offer confidential, no-cost support and can assist with a wide range of personal and professional matters.
Support is available 24/7, and they can help connect you with resources where needed.
You can reach Optum at 1-866-374-6061 or visit liveandworkwell.com
What is the official policy on mobile phone use during work hours?
Personal mobile phone use during work hours is generally not permitted while on the job or on the production floor. Associates should limit phone use to scheduled breaks and designated areas.
You notice an associate has stopped showing up for shifts. What’s your responsibility?
Notify your HR so they can follow up and ensure proper documentation and support is provided.
What must an associate do if they call out sick after a denied time-off request?
Notify their manager as soon as possible following the company’s call-out procedure.
Provide appropriate documentation if required (e.g., a doctor’s note).
Understand that attendance points or disciplinary actions may still apply according to company policy.
True or False: Gossiping about coworkers is considered a violation of our code.
True
Erodes Team Trust and Morale
Breach of Respect and Professionalism
Can Violate Confidentiality or Privacy
Who can help you understand your benefits package?
Human Resources
What are the guidelines for addressing a dress code violation?
Associates may receive a verbal or written warning for dress code violations. Repeated violations can lead to progressive disciplinary action, in accordance with company policy.
What are the different levels of our progressive counseling process?
Verbal Coaching
Record of Conversation (ROC)
Report in Writing 1st (RIW1)
Report in Writing 2nd Final (RIW2F)
Suspension (if applicable)
Termination
Job Abandonment
How far in advance should vacation requests be submitted by your associate and approved?
Standard expectation is 24hrs notice for manager to review and approve
Allowing enough time for scheduling and ensuring proper coverage. However, the exact timeframe may vary based on
How should a manager handle a conflict of interest when they become aware of on their team?
Address it promptly by reporting it to HR, Ethics & Compliance. Avoid making assumptions and ensure transparency to protect team integrity and trust.
What system should be used to update personal information (e.g., address, phone#)?
ESS- Employee Self Service
Oracle or People Soft- Give away
What is unconscious bias and how does it impact hiring?
An unintentional judgments or stereotypes that influence decisions.
In hiring, it can lead to unfair preferences or exclusions, affecting diversity and objectivity in candidate selection.
You suspect an associate may be under the influence. What should you do?
Report your suspicion immediately to HR team and follow ICG protocol for substance abuse concerns.
An associate in your department is visibly upset and crying after receiving some difficult news. At the same time, your Sr manager urgently needs you in their office, and your team is on the radio waiting for your decision on a business critical matter, with a deadline approaching. What do you do?
First, quickly assess the associate’s immediate needs offer support and partner with HR to get her Employee Assistance Program resources if appropriate. Then, communicate briefly with your Senior Manager to acknowledge their urgency and request a moment to handle the urgent situation with your team. Delegate or involve a trusted team member to assist with the business decision if possible.
Prioritize tasks based on impact and urgency, ensuring you address the associate’s emotional needs while fulfilling your leadership responsibilities.
Outline the escalation path for reporting a safety concern.
1. Immediate Reporting to Supervisor
2. HR Representative who will notify our Safety Rep if needed
3. Escalate to Department or Operations Manager
4. Report to Corporate Safety or Risk Management (if applicable)
5. OSHA External Reporting (if necessary, HR will support)
What should an associate do if they need additional emotional support after a loss?
Reach Out to HR or a Manager
Take an LOA
Utilize the Employee Assistance Program (EAP)
Seek Professional Help
Consider Workplace Accommodations
Practice Self-Care