I still hope that every employee will speak up and demand legally-compliant workplaces! Document management solutions are highly effective in reducing hundreds of hours that were wasted in the distribution, locating and managing of paper files. I am concerned that (Company)’s current practice of ____________________ might be fraudulent. http://www.osha.gov/dep/oia/whistleblower/index.html, http://www.dol.gov/compliance/guide/whistle.htm, http://www.dol.gov/compliance/laws/comp-whistleblower.htm, policies as well as compliance with all relevant city, state, and federal laws related to, decision-making processes and our handling of these issues in a legally compliant, SAMPLE FALSE CLAIMS ACT “BLOWING THE WHISTLE INTERNALLY” FRAUD-PREVENTION MEMO, Re. I also recommend that (Company) acknowledge previous misclassification of those employees listed with an asterisk next to their name, apologize for the error, and reimbursed them for any unpaid wages plus interest going back to whatever date is necessary. : Concerns about (Company)’s Compliance with FMLA, I am compelled to express concern about how we at (Company) handle issues relate to, I am concerned about how the recent situation with (employee’s name) is being, handled. Excerpts from The HR Toolkit: An Indispensable Resource for Being a Credible Activist, http://www.cdc.gov/niosh/updates/upd-07-28-04.html. We share a collective responsibility to ensure (Company)’s compliance with laws governing issues related to unlawful retaliation. If we learn that any errors were made, I recommend that we remediate those as soon as possible. A workplace inspection checklist can guide people when it comes to the assessment of the work environment especially when it comes to the condition of the facility and the potential problems that may arise from poorly maintained office areas. By creating a workplace inspection checklist, proper guidelines can be set whenever the inspection is already in the works. 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. Again, the resources below are free and available to us to use at any time. 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. There are a number of no-cost governmental accurate technical assistance resources available to us. This is a written document that solidifies your commitment to promoting equality and diversity in your workplace, particularly in areas like recruitment, training, and pay. When co-workers argue, it can lead to disruptive tension in the workplace. I am also including information from JAN on recommended formats for employees requesting accommodations. 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. I know we share a commitment to prevent liability exposure for (Company) as well as personal liability exposure. These Sample Memos are written from the perspective of a Human Resources Professional - HOWEVER - Any Employee in ANY JOB at… I did send a list of quality upcoming available trainings in our area or via webinar to you on (date). Employee response should also be copied to HR and payroll. From there, you can be more specific in finding the particular checklist that you can use for workplace inspection. This directive is not being given to other employees that I am aware of, and could be an example of disparate and inconsistent treatment. Prioritize obligations to identify conflicts of interests or the appearance thereof; when conflicts arise, disclose them to relevant stakeholders. I do believe this will be an exciting process for us all. 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. 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. We also share a commitment to prevent liability exposure for. The reasons for this employee’s anger must be explored, understood, considered, addressed, and resolved. If you’re having a dispute with a fellow employee, it’s important to keep track of the argument so you can document the details if and when the issue is … (You may customize this to your company.). 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. : Emotional Intelligence (EI) Training Initiative. Using a workplace inspection checklist can help the management customize all the processes and procedures of the inspection based on the workplace areas that are essential to be evaluated. It is my observation that (Company) does in fact have a workplace-bullying problem. When creating a workplace document, use the “top-down” approach—keep the topic sentence at the beginning of each paragraph so that readers immediately understand the gist of the message. : Concerns about (Union) Compliance with NLRA. 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. 4. Additionally, I know we share an awareness of the importance of precedent in our decision-making processes and our handling of issues that could be characterized as retaliatory in a legally complaint and ethically sound manner. To: President of (Company) (also include your supervisor, Legal, Finance, payroll), Re. I believe I am being unlawfully retaliated against for having raised my concerns about practices at (Company) that seem to result in fraud. Instead, use Zapier to set up an automated workflow. exposure for (Company) as well as personal liability exposure. There are staff members at (Company) who have not received any response to policy infractions despite engaging in problematic behaviors regularly, even daily. Do not be vague when discussing the activity and its processes. : Request for company-sponsored SHRM membership for HR personnel. Seek expert guidance if ever in doubt about the ethical propriety of a situation. ), Re. Documenting accomplishments examples in the workplace enable you to detail specific contributions you have made during your tenure. We share a collective responsibility to ensure (Company)’s compliance with ADA and ADAAA. 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 issues: http://www.nlrb.gov/Workplace_Rights/nlra_violation.aspx. Why You Should Document Employee Performance . If we learn that any errors have been made, I recommend that we remediate those as soon as possible. Having understandable and comprehensive safety procedures and regulations can make it easier for workplace safety to be implemented. My membership in SHRM provides free information, white papers, case law information, and research capabilities along with toolkits for how to best handle the ADA and related issues. 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. If we learn that any errors were made, I recommend that we remediate those as soon as possible. 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