The resources below are free and available to us to use at any time. I know we share a strong commitment to the consistent application of all (Company)’s policies as well as compliance with all relevant city, state, and federal laws related to the ADA and ADAAA. Additionally, I know we share an awareness of the importance of precedent in our decision-making processes and our handling of ADA issues in a legally compliant manner. I know we share a commitment to prevent liability exposure for (Company) as well as personal liability exposure. I would like to suggest to that (Company) install suggestion boxes in each location where employees regularly gather, such as the lunchroom, the time clock area, or the kitchens. I am compelled to express concern about how we at (Company) handle issues related to EEO and Sexual Harassment Prevention Laws. You might be interested in wedding checklist examples & samples. SAMPLE MEMO ADDRESSING INCONSISTENT POLICY APPLICATION, To:          Leadership (by name) (Include any others on this list to whom this memo should be addressed. 2. We also share a commitment to prevent liability exposure for (Company) as well as personal liability exposure. You may also check out resignation checklist examples & templates in pdf. My membership in SHRM provides free information, white papers, case-law information, and cutting-edge research capabilities along with toolkits for how to best handle EEO and SHP-related issues. We share a collective responsibility to ensure (Company)’s compliance with NLRA. It is my hope that we share a strong commitment to the consistent application of all (Company)’s policies as well as compliance with all relevant city, state, and federal laws related to the ADA, which includes zero tolerance for retaliation against any employee who raises an ADA concern, as I did on (date). This has happened with no attention to precedent and no attention to the spirit of the policy. I recommend that we use these resources in the future to ensure legally compliant decision-making processes related to any matter for which we require technical assistance. I request and recommend that we address these issues with an experienced, impartial external mediator and/or investigator who is knowledgeable about ADA law, retaliation, and sound conflict resolution methods. I will follow this memo up with a list of quality upcoming available trainings in our area or via webinar. From the book: The HR Toolkit: An Indispensable Resource for Being a Credible Activist by Denise A Romano, MA, EdM. The reasons for this employee’s anger must be explored, understood, considered, addressed, and resolved. A workplace inspection checklist or any checklist examples in Word and other software used in the evaluation of the workplace can ensure that all hazards can be listed and looked into. Include full contact information for all complaints. This method saves busy colleagues precious time and effort trying to figure out the main points and relevant details. My membership in SHRM provides free information, white papers, case-law information, and research capabilities along with toolkits for how to best handle union-related issues. :        Concerns about (Company)’s Fraudulent Activity Re.:_________________. A place, such as an office or factory, where people are employed. noun. The purpose of workplace memos is to share information with workers that may affect them. Question pending individual and group actions when necessary to ensure that decisions are ethical and are implemented in an ethical manner. Additionally, I know we share an awareness of the important of precedent in our decision-making processes and our handling of workplace safety issues in a legally complaint manner. Document management solutions are highly effective in reducing hundreds of hours that were wasted in the distribution, locating and managing of paper files. Employee response should also be copied to HR and payroll. Flextime may be used by both exempt and non-exempt staff. Moving forward, I recommend that we consider implementing a decision-making protocol that will include technical assistance consultation from no-cost government or SHRM resources to prevent errors in the future. Seek for the insights of your co-employees or the decision makers of the company so you can ensure that their ideas and comments about the development of the checklist will be considered. These resources explain document formats that workers may read or use at the workplace and explores reading strategies for these formats. I recommend that we use these resources in the future to ensure legally compliant decision-making processes related to union-related concerns: http://www.nlrb.gov/Workplace_Rights/nlra_violations.aspx. I recommend that we use these resources in the future to ensure legally complaint decision-making processes related to FMLA issues. http://www.eeotraining.eeoc.gov/viewpage.aspx?ID=030b9cb8-8e56-433c-a410-cc94ccb64b3a, http://www.workplacefairness.org/resources. Fill in your details below or click an icon to log in: You are commenting using your WordPress.com account. ÿ        Seeking the suspension, discharge or other punishment of an employee for not being a union member even if the employee has paid or offered to pay a lawful initiation fee and periodic fees thereafter. Employee requests must be submitted via the Time Away form and MUST be approved by employee’s supervisor and HR. Re. The exception would be for any formal (Company) events, while representing (Company) at certain specified events, or with certain clients whether at (Company) offices or elsewhere. http://www.jan.wvu.edu/links/adasummary.htm. I can provide you with a training draft for review within two weeks if you have no objections. 4. The work setting in general. Thank you soooooo much.This is so informative and on point. I do believe this requires immediate remediation. I recommend that we use these resources in the future to ensure prudent and educated decision-making processes related to instances of workplace bullying and workplace violence. memo up with a list of quality upcoming available trainings in our area or via webinar. The benefits of implementing a policy around healthy humor using guidelines such as these are that a firewall is created that forces employees to stop short of inappropriate behavior before they even approach the danger zone of EEO issues and that employees feel confident that they can work in an environment of dignity, respect, and security. Additionally, I again recommend that all persons involved in decisions that have salience under ADA as stated in my previous memo attend formal training on ADA prohibitions against retaliation and related compliance issues. We share a collective responsibility to ensure (Company)’s compliance with OSHA regulations. What is an Equality and Diversity Policy? This type of document will be read by workers. : Concerns about (Company)’s Compliance with EEO Laws. My membership in SHRM provides free information, white papers, case-law information, and research capabilities along with toolkits for how to best handle issues that could be characterized as unlawfully retaliatory. You may also check out task checklist examples. You may also see printable checklist examples. I recommend that HR and/or leadership review all performance evaluations before they are presented to employees to ensure they are sound and free of rater-bias and attribution error. Please be sure to spell out the acronym the first time you use it in any communication with an employee. We have put together several checklist examples in PDF that are used to organize the processes and procedures of workplace inspection. Additionally, I know we share an awareness of the importance of precedent in our, decision-making processes and our handling of product and public safety issues in a, SAMPLE MEMO REGARDING CONCERNS ABOUT RETALIATION AGAINST EMPLOYEE, FOR RAISING PUBLIC/PRODUCT SAFETY CONCERNS, On letterhead, in interoffice memo format, via e-mail, Re. Workplace documents All workplaces use documents to record their business activities. Customisable document taken from www.hr-inform.co.uk This document is for your guidance only. :        Proposed Unpaid Internship Program for (Company). Medical providers notes may be requested by HR, and FMLA may be discussed as needed. Furthermore, this inconsistent application of policies creates a serious morale problem among staff, who notice this disparate treatment, discuss it amongst themselves, and now experience diminished trust in both HR and (Company). Sample report from the field of information technology; Project status report This can also be publicized as a “greener workplace policy” or a “healthy workplace policy”. 4. ( Log Out /  Many other employees have cursed, yelled,  slammed doors, raised their voices, or hung up on other employees during moments of anger; yet those have not been given such a directive, so there is a consistency issue. Menu. There are a number of no-cost governmental accurate technical assistance resources available to us. Flextime can be requested by staff to  address temporary and occasional personal situations (work/life balance issues) by any staff member, regardless of hourly/salaried status. I know we share a commitment to prevent liability exposure for (Company) as well as personal liability exposure. I still hope that every employee will speak up and demand legally-compliant workplaces! Just as importantly, we have a legal, responsibility to prevent retaliation against any employee who comes forward with such, I am concerned about how the recent situation with (employee’s name or complaint), was handled. From the book: The HR Toolkit: An Indispensable Resource for Being a Credible Activist by Denise A Romano, MA, EdM Millions of Americans are unemployed or underemployed because they have been unlawfully terminated. I recommend that we review, note, and learn from these errors and in some cases revisit and correct them. 3. SAMPLE MEMO REGARDING (COMPANY)’S COMPLIANCE WITH THE NLRA, Re. There are a lot of ways on how businesses can benefit from having a workplace inspection checklist. I know we share a strong commitment to the consistent application of all (Company)’s policies as well as legal compliance with all relevant city, state, and federal laws related to EEO laws. With FMLA performance is also being much more harshly evaluated than ever before of... 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