HR Operations - Confidentiality & Policies/Procedures

Question 1

Workplace Confidentiality

Answer 1

Policies/procedures created by the organization to maintain confidential and sensitive information of/related to employer/employee.

Question 2

Questions to Ask Before Sharing Information

Answer 2

1. Is sharing the information legal?
2. Does the individual/group need to know bc they need mandatory input on a workplace issue?

Question 3

Confidentiality Rules w/ Employee Records

Answer 3

MEDICAL RECORD MUST BE KEPT CONFIDENTIAL

• Should records be released, could violate ADA, GINA, or HIPAA.
• Other docs like I-9, BG checks, performance evals, and other sensitive info should be LOCKED UP.

Question 4

Workplace Monitoring

Answer 4

Documented policy/program that employers use to monitor/gather information related to sus activity by the employee.

Question 5

Rules Before Workplace Monitoring

Answer 5

1. Employers must be aware and abide by any law regarding how they want to workplace monitor.
2. Employers have to ensure employee knows all the rules/regs and changes after.

Question 6

Confidentiality Rules w/ Company Data

Answer 6

• Paper docs should be LOCKED UP.
• Electronic - appropriate firewalls and password protection.
• Have employees sign NDA that shows what documents are protected.

Question 7

Policy

Answer 7

Rules that must be followed.

Question 8

Procedures

Answer 8

Steps needed to implement the policy.

Question 9

Importance of Policy & Procedures

Answer 9

• Gives people defined rules for a respectful environment.
• Reduces conflict and enforces a certain standard.
• Forms an image for the community that can increase recruiting.

Question 10

Policy & Procedures & Legal Protection

Answer 10

• Minimizes legal risks and lawsuits.
• Helps employees maintain compliance with rules that are behavioral in nature.
• HR ensures policies are in line w compliance w laws.

Question 11

Employee Discipline

Answer 11

Way to reprimand employees for different reasons.

• Should be fair and within the law.

Question 12

Progressive Discipline

Answer 12

Informing an employee about unsatisfactory behavior, conduct, or performance and slowly implementing actions to fix it.

Question 13

5-Steps of Progressive Discipline

Answer 13

1. Verbal warning/1-on-1 session.
2. Written warning w documented proof.
3. Performance improvement plan (PIP) - time bound.
4. Suspension - time away from work.
5. Termination.

Question 14

EEOC

Answer 14

Equal Employment Opportunity Committee

• Designed to encourage = employment opportunities.

Question 15

EEO-1 Reporting Requirements

Answer 15

• Annual workforce reporting required for any employer for 100+ employees.
• Fed contractors with 50+ employees and contracts of at least $50,000.
• MANDATORY - if not filed of false info provided, legal consequences & penalties.

Question 16

9 Categories of EEOC Reports

Answer 16

1. Senior Level Officials and Managers
2. Professionals (teachers, accountants, degree-required).
3. Technicians (EMTS, dental hygienists)
4. Sales Workers
5. Admin Support
6. Craft Workers (specific skills - carpenters, plumbers, etc.)
7. Operatives (minimal training - bakers or butcher)
8. Laborers (assistants, freight movers)
9. Service Workers (janitors, hair stylists, police)