Small Business Spoonfuls is your weekly dose of HR news, employment law hot topics, and Q&A for Human Resources professionals and small business owners! Join Mason Merrell and EEOC Certified Investigator Lisa Smith, SPHR, SHRM-SCP for lively and candid discussions. We hold nothing back in this informative and entertaining podcast sponsored by HelpDeskforHR.com
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February 9, 2024Episode 60418 min
SBS 604: DEI, Mark Cuban and the EEOC
In this episode, we are talking about using the exchange on X between Mark Cuban several other Xers and the EEOC!
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Also, leave a voice comment or write me at support@helpdeskforHR.com and I will be sure your comment or question is addressed in an upcoming episode!
Send in your questions using this link and I will answer them on an upcoming show! https://podcasters.spotify.com/pod/show/small-business-spoonfuls/message
Until next time, Be Audit-Secure ™!
Lisa Smith, SPHR, SCP
February 5, 2024Episode 60313 min
SBS 603: Using AI (Artificial Intelligence) in Your Human Resources Department
In this episode, we are talking about using AI (ChatGPT) in your HR department.
Please don't forget to leave a review, like, and subscribe!
Also, leave a voice comment or write me at support@helpdeskforHR.com and I will be sure your comment or question is addressed in an upcoming episode!
Send in your questions using this link and I will answer them on an upcoming show! https://podcasters.spotify.com/pod/show/small-business-spoonfuls/message
Until next time, Be Audit-Secure ™!
Lisa Smith, SPHR, SCP
February 5, 2024Episode 219 min
SBS 602 Generational Discrimination
In this episode, we are talking about Generational Discrimination and I am referring to this article. https://wccwatch.org/hiring-managers-prefer-older-workers-over-generation-z/
Please don't for get to leave a review, like, and subscribe!
Also, leave a voice comment or write me at support@helpdeskforHR.com and I will be sure your comment or question is addressed in an upcoming episode!
Access the transcript here: https://helpdeskforhr.com/wp-admin/upload.php?item=144648
Be Audit-Secure™!
Lisa Smith SPHR, SCP
January 26, 2024Episode 6019 min
SBS 601 How to Handle Anonymous Complaints from Employees
Question:
What Should Our Company Do When An Employee Files a Complaint But Wishes To Remain Anonymous?
Answer:
When an employee sends an anonymous complaint, it can be tricky for a company to handle. Let’s take a hypothetical situation: Emma, an HR manager at a medium-sized tech company, receives an anonymous email alleging that a supervisor, Tom, is creating a hostile work environment. The message doesn’t give specifics.
Here are some best practices for Emma.
Take Every Complaint Seriously: Even though the complaint is anonymous, it’s important to treat it with the same seriousness as any other complaint. Ignoring it could lead to bigger problems down the road.
Investigate Carefully: Emma should start by looking into the complaint, even if it’s vague. She can review Tom’s behavior and interactions with his team without revealing the complaint’s existence. She can also check if there have been similar complaints in the past.
Respect Privacy: While investigating, it’s crucial to keep things confidential. Emma shouldn’t tell Tom or others about the anonymous complaint unless absolutely necessary.
Create a Safe Environment: Emma should ensure that employees feel safe to voice their concerns. She can remind everyone about the company’s policies on harassment and discrimination and the importance of a respectful workplace.
Encourage Open Communication: It’s good to encourage employees to come forward with their concerns, even if they choose to stay anonymous. Emma can remind them of the different ways they can report issues, like through a suggestion box or a confidential hotline.
Understandably, some employees might be hesitant to put their name on a complaint. Emma can work on building a culture where employees feel comfortable coming forward. Here’s how:
Promote a Culture of Trust: If employees trust their HR team and feel that their concerns will be taken seriously, they may be more likely to share their names. Emma can work on building this trust through regular communication and by being approachable.
Explain the Process: Sometimes employees are anonymous because they’re not sure what will happen after they make a complaint. Emma can explain the process to all employees, so they know what to expect and feel more comfortable.
Offer Multiple Reporting Options: Providing different ways to report issues can help. For example, a direct talk with HR, a confidential email, or a meeting with a trusted manager can be options.
Assure Confidentiality and Non-Retaliation: Employees often fear retaliation. Emma should reassure them that their identity will be protected and that the company has a strict non-retaliation policy.
Handling anonymous complaints can be challenging, but with a careful approach and a focus on creating a trusting and open work environment, Emma can address these issues effectively and maintain a positive workplace culture.
Send in your questions using this link and I will answer them on an upcoming show! https://podcasters.spotify.com/pod/show/small-business-spoonfuls/message
Until next time, Be Audit-Secure ™!
Lisa Smith, SPHR, SCP
March 28, 202321 min
My Customer Said their Snake Is A “Service Snake”. Is that a thing?
Today we discuss guidelines for allowing/not allowing service animals into your business. We talk about the questions you can and cannot ask the customer about the animals as well as the difference between service animals and emotional support animals!
Further Reading:
https://helpdeskforhr.com/2023/01/25/ada-am-i-allowed-to-ask-a-customer-if-a-dog-is-a-service-dog/
https://petkeen.com/can-a-snake-be-a-service-animal/
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TRANSCRIPT
March 13, 202316 min
Naughty Girls Need Minimum Wage and Overtime too!
This week we discuss a court case that took place where a club was misclassifying their dancers as independent contractors and you better believe they were ordered to pay up! Then we talk about some of the signs of employee vs. independent contractors. Lisa also talks about the 16-week HR study group she's been conducting and how that is going.
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Want to sign-up for HelpDesk for HR? Click here and Use Code: PODCASTSPECIAL for $224 off of the annual membership
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TRANSCRIPT HERE
Further Reading on this story:
https://helpdesksuites.com/2015/06/29/naughty-girls-need-minimum-wage-overtime/
March 7, 202315 min
At-home workers: Paid Breaks, Unpaid Breaks, Nursing Mothers, and the FMLA
Today we discuss a new Field Assistance Bulletin published February 9, 2023 from the DOL that has guidance about remote workers paid/unpaid breaks along with nursing mothers. Links to everything we talked about below:
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TRANSCRIPT HERE
Links:
https://www.dol.gov/agencies/whd/pump-at-work
Field Assistance Bulletin:
https://www.dol.gov/sites/dolgov/files/WHD/fab/2023-1.pdf
February 28, 202319 min
ASK HR SUPPORT: My Employee Stripped after the Christmas Party
Question:
We had some employees leave our Christmas party and go elsewhere continuing to drink. They ended up at a strip club with one of our female employees getting up and dancing, including taking clothes off. Is there anything that needs to be done or said to these employees?
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TRANSCRIPT HERE
February 20, 202316 min
ASK HR SUPPORT: Employee is a Wiccan - Now What?!
Question: I have a female employee who is Wiccan and keeps a Wiccan notebook at her workstation. While she was absent some of her co-workers looked at it and have become uncomfortable with the employee's Wiccan notebook because they say it contains spells and other "witchy" writings. What should I do?!!
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TRANSCRIPT HERE
February 13, 202312 min
ASK HR SUPPORT: No Kids Allowed in Your Own Home?
Question: Since Covid, we have closed down our offices and work remotely now. We are in the process of hiring for another position - which will also be remote. Can we tell someone they can't have their children at home while working? The job will be answering calls and emails throughout the day. This will be a new experience for us and the other employees do not have kids at home.
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TRANSCRIPT HERE
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