If you have been following the #HRHorrorStories that were shared on #DTHR last week, you were probably thinking “yep, I’ve had that happen to me” or “I’ve had a similar experience.” Those of us that have been in the field for a while think that we’ve heard it all!
Well, get ready cause I’m willing to bet you never had this one happen to you! So, sit down, get comfortable, grab your coffee and drink it first before you read on…this may make you fall off your chair or spit your coffee out.
There were two stories shared – one that opened a lot of discussion about best practices and one that left us all speechless….and in my opinion wins the award for Best HR Horror Story EVER!
The first story was about an HR Manager finding out from another employee who had been surfing the Internet one day that a current employee of the company had been listed on the State’s Sexual Offender list. Of course, we know not to always believe everything that we read on the Internet, so the HR Manager did their due diligence and verified with the State Agency that is was in fact true. Once the employee was questioned, he admitted to the conviction and knowing that he was on the list but had indicated on his job application that he had no past convictions and was terminated that day for lying on his application.
Many companies do like to do background checks prior to hiring – sometimes its as simple as a reference check, sometimes its more involved such as a criminal or financial background check (although I personally think unless you are applying for a financial position, the company is over doing it but demanding a financial background check) and some companies will do a brief Internet check. This is a big reason why we advise jobseekers at any level to “Google yourself” and see what information comes up on the Internet about you including pictures. We do advise jobseekers to also be aware of what they post on Social Media as that may be seem by potential employers as well but not sure many companies actually take the time to check those before hiring.
The example provided also brought up the fact that many states have “Ban the Box” practices now that prevent employers from including questions about your background on the job application. This does make it harder to uncover such situations…but also begs the question: how in-depth of a background do you think your future employee needs? Does it really matter what they have done in the past when they are trying to make a change in their life? If they admit their past mistakes to you, will you hold it against them or praise them for their honesty?
Let me give you some food for thought: An employee with a past conviction for a DUI applies to your company for a position that will not involve him operating machinery or driving a vehicle. Should it matter that he has a DUI conviction? Will you question every time he is late or sick as alcohol-related instead of believing the reasons he tells you? Will it make you view him differently regardless of whether or not he does a good job? See what I mean…there isn’t a perfect answer but its something that every company needs to look at individually to decide.
Now….here’s the award-winning story!
As part of a company’s standard policy, all employees needed to go through a pre-employment physical. In this case, the new employees were allowed to start work immediately pending the results of the drug screen. (Rapid panels drug tests can provide you with immediate results, however proper testing and recording can take up to 24hrs for negative test and 72hrs for positive ones.) Well, this employee failed his drug screen. He was brought it, told of his test results and terminated.
A couple of days later – this ex-employee called HR and asked for a copy of his failed drug test. When HR asked why he wanted it, he said it was because he had bought a Drug Masking kit to guarantee that he would pass so he needed the results in order to go back to the store to ask for a refund on the kit! Of course, the company opted not to provide him with a copy. What the employee also didn’t realize is that many drug tests today are setup to look for those masking agents that have become so popular.
While many employees will try anything to pass a drug screen, companies requiring one as a condition of employment really should wait until the test results have been received before starting them. This saves you time and money spent on getting all their paperwork together and added into your payroll system. It also prevents any case of unemployment to be filed against you – even though they will not have had enough time to make you a chargeable employer, they can still list you as a previous employer if you had already let them start before finding out they failed the drug screen.
There you have it!
For anyone who ever thought that HR was just filling out paperwork and doing payroll, I hope you enjoyed reading all the situations and trials that HR professionals encounter on a daily basis. Yes, most of the stories shared are more common than you think….its just that you must have a great HR person on staff to handle these things so that you never had to know what happens behind the door to the HR office…