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February PPR HR Insider

Updated: Feb 23, 2018

Do you have a dating policy?

Written by Kacye Harvey


According to a 2018 CareerBuilder survey, 36% of workers report dating a coworker.  While some coworker relationships may result in happily ever after, the odds are unlikely.  Legal experts recommend companies utilize “Love Contracts” in addition to a comprehensive dating policy to manage office relationships. 

According to Xpert HR, key elements of a dating policy include:

  • The purpose and goal of the policy,

  • the company’s stand on workplace relationships,

  • reporting requirements,

  • potential consequences,

  • expected employee conduct, and

  • a strong reference to the anti-harassment policy.


Written by Jazmin Kelly


A culture that encourages work-life balance through thoughtful PTO policies makes employees feel valued and motivated and can also result in higher performance.  How can you maximize your time off policies to increase engagement and employee performance?


Consider these options. 

  • Reduced Seasonal Hours

If your company naturally has a slow season, consider whether your leadership team might be open to reducing hours.

  • Paid Leave 

If your employees know there is a policy in place that protects them in the case of a major life event or medical challenge, they will feel more loyal to your company in the long run.

  • Remote Work & Flexible Hours

Introducing flexibility can be as simple as sharing a work from home policy.



Written by Andrew McMillan


Since 1999, the number of age discrimination charges filed with the Equal Employment Opportunity Commission has risen 47%.  To avoid such claims, organizations are encouraged to craft job descriptions that are age-neutral and to consider all applicants, regardless of age inferred from a resume. 

Easy-to-Remember Tips:

  • Avoid specific terms in job descriptions and interviews, such as “high-energy,” “digital-native,” “GPA or SAT scores” or “cultural-fit”.

  • Look, and make a decision, based off a candidate’s resume, not their social media personality or presence.

  • During the interview process, require the hiring manager to complete an objective evaluation form based on the candidate’s specific skillset related to the job.

  • Encourage the participation of multiple employees in an interview to balance the ideas and opportunities for the role.

  • Avoid making assumptions about physical capability based on a candidates age and experience. Determining whether a person is able to meet the physical requirements of the position is a decision that can only be made post-offer (preferably with the expertise of a medical professional).


Written by Rachel Hale


You’ve done the hard part—documented and written the performance or conduct concerns you are having with an employee.  Now you are ready to present the document to the employee but the employee refuses to sign.   Now what?   Unlike a Handbook or policy acknowledgment that requires an employee to sign as a condition of employment, a disciplinary notice does not need to be signed by an employee.  However, managers are encouraged to do the following:

  • Ask the employee to write a written rebuttal.  This proves indirectly the employee knew about the discipline and also may bring light to some legitimate issues the company needs to investigate. 

  • Ask a witness, such as an HR professional or other manager to document receipt with their signature.  They may later be called on to testify that the discipline had been presented to the employee.


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