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Employers are generally familiar with the protocol for handling sex or racial discrimination and harassment claims. But what happens when an employee complains that the employee in the next cubicle is regularly proselytizing to other employees? Or when an employee demands accommodation for prayer time, the Sabbath, or an objection to handling pork or alcohol? And what if an employee objects to your appearance code because she is a member of the Church of Body Modification?
Although the wide
Document, document, document. That's the # 1 piece of advice many HR directors swear by to ensure compliance with workplace policies and shield their organizations from lawsuits.
In everyday practice, however, that rule generates paper ? lots of it. From applications and wage and hour records to benefits paperwork and progressive discipline paper trails, the average HR office is bursting with thousands - even millions - of pieces of paper.
Electronic recordkeeping has only made matters
