Customisable document taken from www.hr-inform.co.uk This document is for your guidance only. ( Log Out /  2. I know we share a commitment to prevent liability exposure for (Company) as well as personal liability exposure. Moving forward, I recommend that we consider, implementing a decision-making protocol that will include technical assistance, consultation from no-cost government nor SHRM resources to prevent errors in the, future. Additionally, I know we share an awareness of the importance of precedent in our decision-making processes and our handling of EEO issues in a legally complaint manner. There are also several examples of staff members who have regularly and repeatedly engaged in policy infractions yet have been given praises, promotions, public praise, and extremely unusual privileges without having their regular policy infractions addressed at all. I have observed, as have other employees who have raised these issues with me, that this positive bias extends to performance evaluations, promotions, raises, tolerance of unacceptable behavior, company influence allowed, hiring decisions allowed, allowance of several policy violations, and various other inconsistencies that are problematic. For a business to be trustworthy and credible, it is important for them to ensure all their stakeholders that the workplace where most business transactions happen is safe and secured. I have concerns about personal liability and liability for (Company) due to: Inconsistent application of (Company) policies to staff seemingly driven by conflicts of interest issues in application of policies that result in disparate treatment of staff. (You may customize this to your company.). You may also see marketing strategies checklist. Unless I am unaware of additional information or documentation related to this matter, I recommend that we revisit this situation and seek technical assistance to ensure that we at (Company) have not made any errors in violation of the NLRA. Change ). The resources below are free and available to us to use at any time. Workplace is a communication tool that connects everyone in your company, even if they’re working remotely. Excerpts from The HR Toolkit: An Indispensable Resource for Being a Credible Activist, http://www.cdc.gov/niosh/updates/upd-07-28-04.html. I will follow this memo up with a list of quality upcoming available trainings in our area or via webinar. A manager’s request for an employee to change his or her schedule should be put in writing via e-mail and copied to HR. While workplace bullying is completely legal in the United States, it has been cited by the FBI as a precursor to and risk factor for workplace violence; for more information please see: http://www.fbi.gov/publications/violence.pdf. Know whether you will include the inspection of equipment and other materials. Please see the policy guidelines below and let me know of you have any questions. This can lead to the development of proper solutions that can better the workplace and its ability to protect the workforce from injuries and the like. 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. 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. I’m excited to announce that (Company) will be bringing in a Certified Emotional Intelligence Consultant, who will meet with us as a group and then individually. As you know, the EEOC has determined that if a workplace environment is such that employees are afraid to make complaints; this environment can contribute substantially to a viable retaliation claim. exposure for (Company) as well as personal liability exposure. Make changes when necessary and remove items which you think can potentially hinder the success of the inspection itself and the usage of the checklist that you have made. SAMPLE MEMO CONCERNING/ALLEGING RETALIATION FOR ADVOCATING FOR THE ADA/ADAAA, Re. (Only include this statement if it is true): I/we are being (or have been) retaliated against, and I/we do fear that I/we will be wrongfully terminated in retaliation for having raised these issues. 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. Even if you have the best workforce or the best business strategies and plans, all of these will be put to waste if you cannot develop a workplace that can support the needs and requirements of the operations especially in relation to safety, hygiene, sanitation and security. We also prohibit wilful discrimination based on [age, sexual orientation, ethnicity, racial, religion or disability.] We share a collective responsibility to ensure (Company)’s compliance with OSHA regulations. It is chronological and a precise description of the employee’s actions, the manager’s actions, and events … If we learn that any errors were made, I recommend that we remediate those as soon as possible. I recommend again that we consider implementing a decision-making protocol that will include technical assistance consultation from no-cost government or SHRM resources to prevent errors around retaliation in the future. Unless I am unaware of additional information or documentation related, to this matter, I recommend that we revisit this situation and seek technical, _____________ assistance to ensure that we at (Company) have not made any errors in, If we learn that any errors have been or being made, I recommend that we remediate, those as soon as possible. ÿ        Refusing to process a grievance because an employee has criticized union officials or because an employee is not a member of the union in states where union security clauses are not permitted. :        Recommendation to Install and Announce Boxes for Employees to Use Anonymously. 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 workplace safety and prohibitions against unlawful retaliation under OSHA. SAMPLE MEMO CONCERNING COMPLIANCE WITH THE AMERICANS WITH DISABILITIES ACT, Re. You may also check out resignation checklist examples & templates in pdf. They are written to communicate factual, descriptive information on survey results, for example. I further recommend that we evaluate its presence, frequency, and severity at (Company) with the intention to both prevent workplace violence and to actively support the creation of a workplace that is psychologically, emotionally, and physically healthy for all employees of (Company). I am concerned about how the recent situation with (employee’s name) is being handled. Given that we share legal and ethical compliance responsibilities, I recommend that we consider implementing a decision-making protocol for any HR issue that requires input from multiple perspectives, such as from HR, Legal, Leadership, and/or Finance. Acquire and disseminate information through ethical and responsible means. Please review the attached when you have time or visit the Web site at http://www.jan.wvu.edu/. I did send a list of quality upcoming available trainings in our area or via webinar to you on (date). The resources below are free and available to us to use at any time. :        Recommendation to Implement a Workplace Violence Prevention Policy at (Company). noun. These instances fit the definition of retaliation against me under the ADA. Additionally, there are OSHA programs and DOL-DOSH programs that provide free safety trainings, which I will research and report on. I also recommend that those included in these discussions be encouraged to contribute their knowledge, research, questions, and concerns and that we consider who, if anyone, should recuse themselves from involvement in the decision-making process. I have also experienced disparate treatment of any ordinary minor errors I have made both as compared to those of my colleagues and as compared to treatment given to minor errors I may have made prior to my having raised my ADA concerns. I know that we also share a commitment to prevent liability exposure for (Company) as well as personal liability exposure. I request that (Company) management staff attend the NY State Dispute Resolution’s (NYSDRA) Workplace Conflict Management Training as their schedules allow, or that (Company) retains NYSDRA to bring this excellent training to (Company). From the book: The HR Toolkit: An Indispensable Resource for Being a Credible Activist by Denise A Romano, MA, EdM. Hence, your checklist should be highly-usable when it comes to making the process easier and faster. 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. Items focus on the main points of the passages 6. I am compelled to express concern about the response to my memo regarding how we at (Company) handle issues related to the Americans with Disabilities Act (ADA and ADAAA). I have reviewed all up-to-date job descriptions for these employees, have confirmed with their supervisors that they are accurate, and have reviewed their job duties with the most recent FLSA training and guidance information available from the DOL. You may also check outÂ. Unless I am unaware of additional information or documentation related to this matter, I recommend that we revisit this situation and seek technical workplace safety assistance to ensure that we at (Company) have not made any errors in violation of OSHA or the ADAAA. I know we share a commitment to prevent liability exposure for (Company) as well as personal liability exposure. We share a collective responsibility to ensure (Company)’s compliance with public and, product safety laws that prohibit retaliation against any employee who raises concerns, about public or product safety. Additionally, I recommend that any of us involved in decisions related to discipline, demotion, probation, termination, or the investigation of harassment, discrimination, or retaliation complaints attend formal training on these issues. My membership in SHRM provides free information, white papers, case-law information, and research capabilities along with toolkits for how to best handle workplace safety and retaliation-prevention issues. http://www.eeoc.gov/policy/docs/fmlaada.htm. Additionally, I recommend that all (Company) employees involved in communications with (Union) attend formal training related compliance issues. The identity of donors remains confidential and is only disclosed to certain members of HR and Finance for tracking purposes. I recommend that conducting sound staff performances evaluations be made mandatory, that those supervisors not conducting them have this noted in their own performance evaluations, and that new firm deadlines be given to those supervisors. I know we share a commitment to prevent liability exposure for (Company) as well as personal liability exposure. 2 Prepare workplace document . SAMPLE MEMO REGARDING CONCERNS ABOUT UNION COMPLIANCE WITH THE NLRA, Re. SAMPLE MEMO REGARDING KNOWLEDGE OF THREATS TO PUBLIC SAFETY UNDER CPSC, To:          Your Supervisor (Include any others on this list to whom this memo should be addressed. 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. 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 NRLA. Here are some of the advantages and benefits that your company can have and your stakeholders can experience if you will create a comprehensive, well-formatted and understandable workplace inspection checklist: 1. Document Use at Work bundles two resources together: Document Literacy: A Guide for Workplace/Workforce Educators & Instructors and The Language of Documents: A Guide to Information Display in the Workplace.. I believe I am being treated in disparate ways from my colleagues who have not raised such issues. Which format would you recommend? 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. Additionally, I recommend that all persons involved in FMLA decisions attend formal training on FMLA compliance issues. The office where you go to work every day to do your job is an example of your workplace. If you would like to meet to discuss these trainings, I would be happy to do that as well. I am also including information from JAN on recommended formats for employees requesting accommodations. :        (Company)’s Compliance with FLSA. I know we share a commitment to prevent liability exposure for (Company) as well as personal liability exposure. You may also like, Evaluate the safety procedures followed by the business. ÿ        Striking over issues unrelated to employment terms and conditions or coercively enmeshing neutrals into a labor dispute. Documenting accomplishments examples in the workplace enable you to detail specific contributions you have made during your tenure. 1. The resources below are free and available to us for use at any time. – Any Employee in ANY JOB at ANY LEVEL can use these memos and remove the references to being an HR professional and use these at work. I will follow this memo up with a list of quality upcoming available trainings in our area or via webinar. Please give the consultant your full cooperation, and don’t hesitate to come to me with any questions or concerns. We share a collective responsibility to ensure (Company)’s compliance with ADA and ADAAA. We also share a commitment to prevent liability exposure for (Company) as well as personal liability exposure. This will demonstrate (Company)’s good will and commitment to remaining legally complaint with all relevant labor laws, and will serve to help keep (Company) union-free. I recommend that we use these resources in the future to ensure legally, compliant decision-making processes related to issues concerning product an public, http://www.ojp.usdoj.gov/odp/training_other.htm, http://www.business.gov/business-law/contacts/federal/cpsc, I know we share a strong commitment to the consistent application of all (Company)’s. A place, such as an office or factory, where people are employed. Change ), You are commenting using your Facebook account. We can do more to prevent workplace violence. There have been inconsistent responses to different employees regarding certain policy infractions. Additionally, I recommend that all persons involved in any action or official statement regarding issues concerning unions and employees’ rights to organize be mandated to attend formal training on the relevant compliance issues. It is my observation that (Company) does in fact have a workplace-bullying problem. Question pending individual and group actions when necessary to ensure that decisions are ethical and are implemented in an ethical manner. Ensure only appropriate information is used in decisions affecting the employment relationship. You need to ensure that you will precisely identify areas that will be inspected so that the steps of looking into these areas can be more defined. Unless you have an objection, I will draft a memo announcing this new initiative to all staff. There are a number of no-cost governmental accurate technical assistance resources available to us. I am compelled to express concern about how we at (Company) might better handle issues related to risk factors for workplace violence. We also share a commitment to prevent liability exposure for (Company) as well as personal liability exposure. For example, a  supervisor may ask an employee to work on a weekend day and take other time off. 2. This type of document will be read by workers. It is directed toward specific results, communicating in ways that are clear, direct, and brief. I/we have enclosed copies of evidence for your review with a cover sheet identifying each piece of evidence and explaining its relevance and my/our concerns. I am concerned about how the recent situation with (employee’s name) is being handled. Post was not sent - check your email addresses! The Company. ) gather the examples which you think are highly beneficial and usable in this undertaking over! 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