HR 101 2017-09-19T12:07:20+00:00

HR 101

This page is dedicated to educating managers and supervisors on basic human resources tactics. Check back regularly to see what’s being shared.




Some employees in today’s workplaces have be subjected to serious crisis situations. Employers should prepare procedures and policies in advance of such events to help everyone cope with the unexpected situations. Once drafted and approved, crisis plans must be communicated to everyone at all levels.

Here are a few tips to consider when creating a crisis response plan:
1. Be proactive. Anticipate issues that could occur; draft specific plans for each one.
2. Keep the plan as simple as possible; communicate the plan extensively.
3. Identify employees who will take leadership roles in the event of a crisis.
4. Implement a notification system that quickly reaches employees with accurate information and instructions.
5. Use social media to connect with employees.
6. Act quickly with facts.
7. Employer silence in the face of a crisis will likely add to employee worries. State that you are gathering facts. Provide a specific time and date if possible.
8. Test you processes and systems using practice situations.
9. Use an “after action review” to evaluate the effectiveness of your system and processes.
10. Make changes as needed.

Connect with the HR experts at HR 1Source for help with developing your company’s crisis management processes and systems or any other “people” matters that you encounter in the workplace.


Employers should have a clear and lawful policy regarding their practices involving pre-employment background checks. Navigating between privacy laws and workplace safety and security can be very tricky. The foundation for such a policy must be based in open communication between the potential employee and the employer.

At least ten (10) states restrict employers from making employment decisions based on information obtained via credit report reviews. Criminal history checks may also be restricted by state regulations due to a reported disproportionate negative effect on minority applicants. Additionally, a national movement to “ban the box” on employment applications has taken root. This rule prohibits employers from including a box on their employment application asking about criminal history. At least twenty-four (24) states and numerous counties have passed laws requiring employers to wait until the applicant has shown to be otherwise qualified initially. Conviction histories may only go back seven (7) years according to the Fair Credit Reporting Act (FCRA).

Here is a brief checklist for employers:

  1. Are credit checks relevant to the job for which you are hiring?
  2. Have you provided the applicant with a copy of his/her credit report, a written copy of his/her rights?
  3. Are criminal history background checks aligned with current EEOC regulations?
  4. Have you kept all background check data discovered in a secure and confidential place?
  5. Have you screened information gathered from social media, political perspectives and religious views?
  6. Have you properly disposed of information gather for applicants who were not hired?
  7. Are you certain that you have complied with state and local legal regulations regarding background screening?

Connect with the HR experts at HR 1Source for help with developing or refreshing your background checking practices or any other “people” matters that you encounter in the workplace.


August 3, 2017 “Conducting Pre-employment Background Checks”

June 3, 2017 “Addressing Body Art in the Workplace”

May 3, 2017 “Accommodating Employee’s with Disabilities”

April 3, 2017 “Building Employee Engagement”

March 1, 2017 “Referral Bonus”