Ask Sheri

Sheri Stolp, PHR, is a published author, speaker, coach, trainer, and founder of The Stolp Group Inc, encompassing 15+ years of human resources management experience within various Fortune 500 organizations.

Revoking A Job Offer

Nov 13th, 2014

My question involves a conditional offer of employment for a law enforcement position in the state of Wisconsin. The conditional offer of employment has been given (candidates must successfully pass a medical, psychological, drug screen and physical agility) and during the medical exam, it is disclosed the candidate is HIV positive. Can the conditional offer of employment be declined on this fact or is a subject with HIV/AIDS applying for a law enforcement position considered a protected class?


Self Assessments - What Is the Best Approach?

Sep 11th, 2014

Our company asks all employees to complete a self assessment come annual review time. My self assessment is due to my manager at the end of the month. Although I've had the form for over two weeks, I've yet to draft anything on the form. I dread this time of year and never know the proper and/or professional way to approach the self review. Do I highlight all of my accomplishments or only a handful? Do I fully admit my errors? If I admit any downfalls, will my merit increase be considerably lower than that of my co-workers? As my manager has now close to 20 reports, I have a strong feeling that many of my individual contributions will go unnoticed. How might I best position myself appropriately without looking like I'm boasting?


Employee Absenteeism

Jul 23rd, 2014

My employee has been missing a tremendous amount of work lately and has called in at least four times this past month. As a customer service representative, her role is crucial to both our customers, as well as other employees within our department, as our call volume is busy this time of year. We are a remote location with very few resources to rely upon. I've asked our employee the reasons for her absences and each time she vaguely states that it's a "personal thing". Should I demand an answer more specific than this and state that I must know the reason in order for her to keep her job? Also, what can I say to other employees about the situation? Anything? I certainly don't want to get into any legal trouble although I feel foolish by not providing any answers or explanations to the others.


Work/Life Balance? Not In My Company

May 27th, 2014

I'm a working mother and have been struggling with the whole work/life balance issue. The company I work for proclaims they value work/life balance and even describe their commitment in both new employee orientation and in our handbook. However in reality, this is farthest from the truth. I'm now giving up my weekends and nights due to work-related issues, while being bombarded on my blackberry, cell phone and pager. I've also recently went to lunch with another co-worker, who happens to be male, and he admitted he was also recently feeling pressure to miss out on his son's baseball games and other events, due to demanding work issues. We both have the feeling our employer is reacting this way due to two reasons: one, as employees in this economy, we have limited power to go elsewhere and two, with our recent layoffs the work still needs to be completed with less people-power. Financially I need this job, however I don't want my family to sacrifice any longer. My children look at me with those sad eyes, each night after dinner, as I then trott my way upstairs to the den to answer e-mails.


Furloughs - What Are My Rights?

May 2nd, 2014

My organization recently announced that in place of layoffs, they will be providing furloughs to all employees. The furloughs will be held monthly, until further notice, and all employees are forced to take off work, unpaid, at least five consecutive days each month. Although I'm disappointed, I have to say this is better than losing my job completely. However, what exactly are my rights? What will happen to my benefits? Can I collect unemployment? Please help! They gave us notice just last week and mentioned these furloughs will go into effect as soon as May 4, 2009.