411 QUESTIONS AND ANSWERS

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Question: 

"We are a small company with 5 employees plus the owner, everyone gets along do we need sexual harassment training?"

Answer: 

It’s great to hear that everyone gets along well in your company! 😊 However, sexual harassment training is important for all organizations, regardless of size. Here are a few reasons why:

1. Legal Compliance: 
2. Prevention: T
3. Creating a Safe Environment: I
4. Risk Management: 

Even if your team is small and close-knit, it’s still beneficial to have this training in place. It shows your commitment to maintaining a professional and respectful workplace.  Would you like more information on how to implement this training?  

Question: 

"I am the owner of a small business and HR is costly,.  Do I really need HR with only 35 employees.?"

Answer:  

I understand that managing costs is crucial for a small business. However, having HR support, even with 35 employees, can be very beneficial. Here are a few reasons why:

1. Compliance: 
2. Employee Relations: 
3. Recruitment and Retention: 
4. Training and Development: 
5. Policy Implementation: 

If a full-time HR professional is too costly, you might consider outsourcing HR services or hiring a part-time HR consultant. This way, you can still benefit from HR expertise without the full expense.. Would you like more information on cost-effective HR solutions?

Question: 

"We do business in an at-will state. So the employer can end the relationship with an employee anytime,  for any reason, RIGHT? "  

Answer:  

In an at-will employment state, employers do have the flexibility to terminate an employee at any time, for any reason, or for no reason at all, without warning, as long as the reason is not illegal. However, there are important exceptions to keep in mind:

1. Discrimination: 
2. Retaliation: 
3. Public Policy: .
4. Implied Contracts:

It’s always a good idea to document the reasons for termination and ensure they are lawful to avoid potential legal issues. If you need more detailed guidance, feel free to ask!.    

Question: 

"There is no law that requires a manager to be nice, they can be a rude, condescending jerk, and they are not breaking the law, RIGHT?"

Answer: 

While it’s true that there is no specific law requiring managers to be nice, being rude or condescending can still have serious consequences for the workplace. Here are a few points to consider:

1. Workplace Culture: 
2. Retention: 
3. Legal Risks: .
4. Reputation: 

It’s always best to promote a respectful and supportive work environment. If you’re dealing with a difficult manager, it might be helpful to address the issue through proper channels, such as HR or a higher-level supervisor. Would you like some tips on how to handle this situation?

Question: 

"I sit in a cubicle my co-worker comes in every morning and sprays everything with Lysol. It bothers me my nose gets all clogged up. I have talked to my manager but nothing has changed?"

Answer:  

I’m sorry to hear that you’re experiencing this issue. It sounds quite uncomfortable. Here are a few steps you can take to address the situation:

1. Communicate with Your Co-worker: 
2. Follow Up with Your Manager: Since 
3. Involve HR:

It’s important to address this issue to ensure a comfortable and healthy work environment for yourself. If you need more specific advice or assistance, feel free to ask!

Question:  

"I have a boss that gets in my face yelling, it's frightening and embarrassing , what can I do?"

Answer

I’m really sorry to hear that you’re going through this. It’s important to feel safe and respected at work. Here are some steps you can take:

1. Document the Incidents: 
2. Communicate Your Feelings: 
3. Seek Support:
4. File a Formal Complaint: 
5. Know Your Rights: 

It’s important to address this issue to ensure your well-being at work. If you need more specific advice or assistance, feel free to ask. You’re not alone in this."

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