HR Help by Payroll People May 2024

Jun 4, 2024
Payality Team

In this Issue:
Advice: Help! I Hired a Registered Sex Offender
Brain Teaser: Two-Week Notice Period
Legislative News: Federal and State Updates
HR Trends: Upcoming FMLA Webinar

HR Help by Payroll People provides HR services and online materials, including summaries of federal and state law, certified harassment training materials, step-by-step procedures for HR tasks, and more. Contact us at 888-380-1869 or email us to learn more or enroll now.

Help! I Hired a Registered Sex Offender!

As an HR manager, you do your best to follow your company’s guidelines when making a hiring decision. Sometimes, though, new information comes to light after an employee has been with the company for a while. What if you suddenly learned one of your new hires was a registered sex offender? Would you terminate that person based on what you learned? More importantly, could you do so legally?

Read on to learn how one HR manager handled this challenging situation.

Q: This morning Andrea, your most disgruntled employee, turned in her resignation and will be leaving in two weeks.

You are thrilled. Andrea has been a problem employee for years. In fact, over the last couple of weeks, she has been doing even less work than before and has made several disparaging remarks about the company.

You tell Andrea to pack up her things and go.

Andrea reminds you she gave a two-week notice, and she wants to work through the notice period.

How should you handle this issue?

Let Andrea continue to work. You are required to let her work through her notice period by law.
Ask Andrea if she wants to shorten her notice (and get it in writing). If she chooses not to, let Andrea know she no longer needs to report to work and that you will pay her through the notice period.
Get rid of Andrea – the sooner, the better! No harm done since she gave her notice.

Read on for the best choice!