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“We have an employee who has been with the company for 5 years. About 6 months ago she was promoted from a housekeeper into more of an office/customer service role. She is really struggling in the position, missing key details. We have provided time management training, sent her to two other locations to train with employees in the same position and it’s not improving. She was written up a couple of weeks ago and put on a 90 day probation. She made a big mistake again today. How would you handle this situation….a good employee in the wrong position. It’s not an option to put her back in her old job.” nt: Use the Employee Rights PowerPoint and Employee Rights Video as a resource. “I have an applicant for an Administrative Assistant position who is a dynamic individual with qualifications that would benefit our company. Her personality and demeanor were great… she dressed appropriately for such an interview except she was wearing a nose ring. This is not something that is spelled out in our policy per se, but is frowned upon by upper management as this position is the face of our organization. How can I approach this?” nt: Use the sample employee handbook as a resource. I’m inquiring if anyone has policies regarding cell phones on their production floor. We currently allow staff to listen to music with one ear bud and this has been causing a lot of distraction as staff are now using their phones to text, watch movies, etc. As much as I don’t want to become a stickler about this, we are starting to have no choice but to implement some sort of policy regarding cell phones on the floor and music. I’m open to any and all suggestions!! nt: Use sample employee handbook and outside research as a resourc

e. “Looking for some insight/tools in regards to interviewing college age interns. I am new at this and haven’t worked with or interviewed intern candidates before. My CEO would like me to create an interview scorecard that focused on 5 key parts of the interview, such as skills (tactile, operations, strategic) and culture. This is a little more tricky because we don’t have a current scorecard in place for employees that I could at least pull from. We’re a young start up, growing fast, so I need to build out both. Note we currently have 7 full time employees and I’ve only been with the company 3 months, so there isn’t a process already in place that I can draw from, I’m building everything from the ground up.” nt: This person wants to create a scorecard to use for college intern applicants. It would be used to evaluate the results of the interview. Presumably the higher the score the better chance the applicant has to be hired. Here is a list of 20 sample non-negotiable traits and behaviors that should be red flags for most jobs. This list will help you start creating a list of your own, using warning signs for behaviors that clash with your company culture. 5 “What is HR’s role in training and development? It seems that the management group and my CFO have different ideas. My CFO wants me to recommend training to the group (as in construction-related training) whereas I would rather listen to the needs of the group and go from there. Basically, I am sort of at a loss as to how to tackle the training aspect of my job. Any thoughts? I work for a construction company with approx. 130 employees.” nt: Use the Training and Development video as a resource. OSHA.gov might provide ideas for question #4.