Question

An employee who has been with the organization for over 10 years arrives every day on time at 9:00 a.m. The employee's team is scheduled to work from 9:00 a.m. to 5:00 p.m. The employee returns from lunch 15 minutes after the other members of the team and ends the workday at 5:15 p.m. A new manager has recently taken over the department and notices this pattern of behavior. During an informal conversation, the manager mentions that the employee is taking extended lunches. The employee responds with, "What does it matter? I stay and make up the time."

After concluding the conversation, the manager decides to partner with the HR generalist, as the manager wishes to document the employee taking an extended lunch. The manager is concerned that the previous manager allowed the behavior. There are no notes that the employee has any accommodation. Additionally, the manager is concerned that the morale of the team is suffering because of this, as three team members have approached her about this since she took over two months ago. The new manager is also worried that if the issue is not addressed in a timely manner, she may lose the ability to effectively manage the team. The manager asks the HR generalist if HR can simply update the policy to allow the employees some flexibility in their hours.
How can the HR generalist effectively assess whether to update the policy?

A. Review when the policy was last updated and gather all relevant employment law changes in effect.
B. Compare the current policy with those of other companies in the industry.
C. It is too soon to update the policy because there could be other items that need to be changed. It is better to wait.
D. Determine when the last update was, and, if over a year ago, partner with the HR manager to begin the process of updating.

Answer 1

To effectively assess whether to update the work policy, an HR generalist should review current policies in light of employment law, compare them with industry standards, and consider how changes will affect organizational values, employee morale, and the balance between operational needs and work-life balance.

Step-by-step explanation:

The HR generalist can effectively assess whether to update the policy by engaging in a comprehensive evaluation process. Starting with a review of the current policy to understand its alignment with employment law and any recent changes is crucial. This review should be thorough, looking at when the policy was last updated, and should take into account any feedback on the policy's practicality and fairness from employees. Additionally, comparing the policy with industry norms can provide insight into contemporary practices and help to establish if the policy requires adjustments to remain competitive and fair. Beyond merely updating the policy, it's important to undertake an assessment of the organizational values, the impact on team morale, and how changes could address the manager's concerns about team dynamics and efficacy of management.

It is also essential to consider other factors like the pay schedule, process for submitting timesheets and attendance, how overtime or lieu time is treated, and existing rules on breaks and lunches. This holistic approach can ensure that any policy updates favorably contribute to the work environment, supporting both the organization's operational needs and the employees' work-life balance. Moreover, taking into account various scenarios where policy adjustments have positively or negatively impacted workplaces can give a clearer picture of potential outcomes of policy changes.