Archive Monthly Archives: June 2018

Business Covered

How Well Is Your Business Covered? 35 Critical HR Processes

How has your company addressed these critical processes?

1.) Identify the human resources (HR) risks, opportunities, and costs within your company

2.) Create job descriptions

3.) Define hiring procedures

4.) Develop forms and tools for various HR actions

5.) Conduct skills testing and background checks

6.) Conduct pre-hire physicals

7.) Create new employee documents

8.) Maintain and retain personnel files

9.) Design and conduct employee onboarding programs

10.) Create a system for employee suggestions

11.) Manage time and attendance

12.) Handle overtime requests and authorizations

13.) Determine overtime exemption status

14.) Develop and implement performance improvement processes

15.) Manage poor performance, behavior issues, and discipline

16.) Create off-boarding processes and termination procedures

17.) Process family and medical leaves and other time off programs

18.) Manage accommodation requests

19.) Handle complaints and work conflicts

20.) Investigate wrongful conduct

21.) Manage home-based workers and telecommuting issues

22.) Manage independent contractors, contingent workers and other “joint employee” arrangements

23.) Manage requests for transfer, demotion, or promotion

24.) Develop and manage total compensation programs

25.) Design and implement recruiting programs

26.) Create employee handbooks

27.) Create and implement strategies for increased employee engagement

28.) Create ethics and work behavior policies

29.) Develop team building programs

30.) Develop and conduct compliance, leadership, and management training

31.) Conduct employee climate surveys and develop action plans based on the feedback

32.) Conduct HR audits and determine risk mitigation plans

33.) Implement strategic HR processes and tools

34.) Manage workers’ compensation administration and reporting requirements

35. Provide on-demand guidance from experienced HR professionals

For assistance with these and other HR processes, contact the professionals at Congruity: (844) 247-4100.

Compliant and efficient human resources policies and procedures are critical to an employers success and longevity. They are the principles and guidelines they follow to achieve business goals and protect themselves from time-consuming and costly lawsuits.

Business Covered
June Congruity

June Congruity Q&A: Discipline | Workers’ Comp.


We received notification from our workers' compensation claims adjuster that an employee who is on workers' compensation leave has been released to return to work today. This employee has not been in contact with the company since her leave, did not notify us that she was released to return to work, and did not report to work today. Can we apply the same disciplinary actions to her as we do

for other employees in a no call/no show situation, or does she have special protection because she has been under a workers' compensation claim?


Although you must make every attempt to bring the employee back to work when released to return to work following a job-related injury or illness, you maintain the right to apply disciplinary action to employees who do not follow company policy. Prior to taking any negative disciplinary action, however, you should review your company’s communications with the employee at the beginning of the leave to ensure that she understood she was required to keep you informed regarding her status. She may have thought that the workers’ compensation carrier would be communicating with you, and she may have been waiting to hear from you regarding her return to work status.

If that's not the case, and you have attempted to contact her via phone and email and have heard nothing back from her, then check her contact information and send a letter to the employee’s home address. The letter should state that you have been notified of her release to return to work and she will need to either return to work or contact you with a valid medical reason for extending her leave to avoid disciplinary action. Send this letter via certified mail with signature required so you have confirmation that the correspondence has been received. The letter should clarify your company’s policy regarding contacting her supervisor when she will not be reporting to work and the potential repercussions for not following the policy.

Continue to work with the claims adjustor and the employee to bring the employee back to work. If you have reached the point of considering terminating her employment, consult with legal counsel to mitigate the legal risks of terminating an employee while on medical leave under the Americans with Disabilities Act and your state's workers’ compensation laws; or contact the professionals at Congruity HR - 844.247.4100.