Page 6 - Managers' Guide to ER_Classical

MANAGER GUIDE

EMPLOYEE RELATIONS

o If ineligible, Recruiter declines and explains to employee
• HM interviews all eligible (as defined by the Employee Handbook) internal candidates using the
position-specific internal interview guide
• If an employee is not chosen for the position, HM will communicate the decision (by phone, email or
in person), and the current manager will work with the employee on further development
opportunities (IDP creation, etc.)

INTERNAL APPLICANTS FOR A DIFFERENT POSITION

• Use the same process as external candidates (reference checks are optional)
• If an employee is not chosen for the position, HM will communicate the decision (by phone or
email), and the current manager will work with the employee on further development opportunities
(IDP creation, etc.)

RETAIL-ASSOCIATE LEVEL EMPLOYEE APPLYING FOR RETAIL-ASSOCIATE POSITION

• The employee applies through UltiPro Recruiting Gateway
• The application is reviewed for eligibility (see Employee Handbook for eligibility criteria)
• HM interviews candidate using the Internal Interview Guide – found on the Recruiting and
Onboarding page of The Insider

ADA REASONABLE ACCOMMODATIONS/INTERACTIVE PROCESS/DOCTOR’S NOTES

IF AN EMPLOYEE REQUESTS AN ACCOMMODATION, OR YOU SUSPECT THE EMPLOYEE MAY
NEED ONE

• Refer the employee to their HRBP
• Contact your HRBP
• HRBP will work directly with the employee to obtain the necessary medical documentation for the
accommodation
o Managers should not request medical documentation from the employee
o If the employee provides the manager with medical documentation, ask the employee
to send it directly to HR
o Do not keep medical information about an employee (Ex. doctor's note, accommodation
forms, workability forms, etc.) anywhere that others could see or access
• Once the HRBP and employee have determined the type of accommodation needed, HR will work
with the manager to determine the exact accommodation and implementation timeline
• Accommodations will remain in effect for one year (unless specified differently by the doctor), after
which the accommodation will be re-evaluated for medical necessity and re-issued if appropriate.

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