Page 4 - Managers' Guide to ER_Classical

MANAGER GUIDE

EMPLOYEE RELATIONS

BREAKS FOR HOURLY SUPERVISORS

Whenever possible, HR recommends having two members of leadership available to cover lunch breaks.
However, if a situation arises where only one hourly supervisor is working, please follow these steps:

• The supervisor will take a lunch break but will not clock out during this time when they are the only
leader in the store and are responsible for responding to MOD issues while on break.
• The manager will need to adjust the supervisor’s time in Kronos to reflect a 30-minute paid lunch.
The code to use is “PD Lunch.” Follow this link to the instructions on how to process this in Kronos.
• When the supervisor is in this paid lunch scenario, they will not be able to leave the premises, they
will be available for all MOD requests, and they will have time to consume a meal.

** REMINDER: ALL EMPLOYEES MUST REMAIN ON GOODWILL PROPERTY FOR ANY PAID BREAKS. THIS
INCLUDES 15-MINUTE PAID BREAKS. **

REASONABLE SUSPICION

IF YOU HAVE REASON TO BELIEVE THAT AN EMPLOYEE IS UNDER THE INFLUENCE WHILE AT
WORK

• Call HR immediately (call their cell if no answer at their desk phone, or if it is after hours)
o If HR is unavailable, contact the DM or your Director
• If possible, have another member of the leadership team confirm this suspicion
• Bring the employee into the office to have a private discussion
• Do not accuse the employee of being under the influence
• Address the employee's specific behavior/performance concerns you have witnessed
o Examples - slurred speech, stumbling while walking, aggressive behavior, extreme confusion,
zoning out, sleeping, the smell of alcohol on their breath, etc
• Let the employee know that their behavior is concerning and that you will be sending them home for
the day
o This time will be unpaid time and will count as an attendance occurrence
• Let the employee know that IF they are under the influence, we would like to remind them of our
policy of a drug and alcohol-free workplace (provide a copy)
• Provide the employee with information for our EAP service
• Make sure the employee has a ride home from someone (not an employee), or provide a taxi voucher
o If no voucher is available, the manager should pay for the transportation cost and then submit
documentation for reimbursement
• Document observations in the Employee Document File and work with HR on the appropriate
corrective action for next scheduled shift
• Discuss the decided corrective action during the employee’s next scheduled shift

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