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A family emergency is one of those unexpected situations that simply cannot be helped. As an employer, it can be troublesome to lose an employee for any amount of time, especially in a situation like this where the return date may be unknown. Say for instance, their grandmother has passed away, and they need to take care of the process that follows. This could take weeks of their time away from the company. Instead of taking all of that time off, here are some suggestions for employees to help make up for most of it:
See if your employer would be willing to hire a temporary employee who could pick up a couple extra days in your stead.
Let a trusted family member speak for you in meetings.
Let the lawyer who’s handling it know that you will be missing certain discussions so that you can still hold a place in the division of property.
Whatever the emergency may be, missing work is always unadvised. Even if your employer allows you time off from work, returning as quickly as possible is always incredibly important.
For more information, contact Joanne at Millennium Personnel Corp. (212) 244-2777
If an employee must take time off from work due to a situation concerning their child, the employer must take special consideration on how to handle this matter . For example, if the school is closed for a day, a temporary absence may be allowed. However, if the employee needs time to find a babysitter or a daycare, more consideration must be taken regarding the situation. An employer could possibly recommend that the employee take time during the weekends to find the service, rather than business days. One could also offer the employee a single day off before the weekend to allow for extra time in searching for a sitter.
If an employee’s child is ill, however, even more care must be taken in analyzing how to properly handle the absence. Should the employee get time off as if they were the ones with an illness? Unfortunately, the answer will most likely be no. A possible solution may be to leave the child with a trusted family member who would be able to take him/ her to the doctor. The employee should take care of their child, of course, but any absence leaves the business in need.
For more information call Joanne at Millennium Personnel Corp. (212) 244-2777
It is often a frustrating situation when an employee calls into work. The most common reason, of course, is a temporary illness. In this situation, an employer is faced with many tough decisions. For example:
How long will this employee be absent?
Have they visited a hospital or made a doctor’s appointment?
Should the employer get a temporary employee in order to pick up the slack?
Unfortunately, these are not easy decisions to make, and they must be made quickly so there is now downtime within the company.
Firing is a delicate situation, both for the employer and an employee. If someone is fired, the employer must find a replacement rather quickly, just as the employee must find a new opportunity. Before firing takes place, here are a few things to consider:
How long has the employee been working for you?
How often has the employee had a reason for being absent?
How important is the employee’s position in your company?
Leniency is not always a given, and an employee should try to show up to work, at least for as long as possible. Missing a day or two is usually allowed, but missing multiple days on multiple occasions only warrants disciplinary action from the employer.
For more information call Joanne at Millennium Personnel Corp. (212) 244-2777
Many employers can become overwhelmed thinking about the barrage of questions they’re going to ask a potential employee. The questions employers should be asking are directly related to work performance, not to personal life. Here are some examples of questions that should be asked:
“How long did you hold your position at your last job?”
“Were you ever reprimanded for breaking company policy?”
“How would you rate your performance at your last job?”
These questions, while basic, can help get the necessary information needed to evaluate a future employees’ performance. Remember to try and ask questions related to work rather than trying to probe into personal information. Here are some examples of questions that don’t concern work performance, and may be a little too personal:
“What is your relationship status?”
“Do you have any children?”
“How many relatives live in your household?”
Employers should try to steer clear of asking questions that would be too personal. The interview process should concern more work orientated questions, as to not exclude any applicant from being hired. Interviews are a great way of judging an individual’s performance before they are actually hired for the job, as long as the right questions are asked.
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