Love Your HR Manager

Supervisors, are you thinking of:

• Using e-mail to counsel an employee? 
• "Sliding" an employee into a new position without posting it?
• Counseling an employee after they were sent home by employee health due to a contagious illness?
• Inquiring about a possible drinking problem when an employee calls in to request sick leave?
• Telling your licensed employee that you will give them an additional grace period to renew their license even if the state boards don't?
• Notifying the Union that you "appreciate" the negotiation process and their position but you disagree and are making a change anyway?
• Setting a start date for a new employee without notifying HR? There are silly little details to be taken care of like an offer of employment.
• ________________? (Fill in the blank HR Pros!)

Stop right there and come talk with me, your friendly HR Manager. My door is always open.

Wanted: Thoughts on Zero Tolerance

I will be hosting a gathering of the minds at Caribou tomorrow morning, mochas on me, can you be there?

Here is the set-up: organizations have zero tolerance areas. An employee's alleged behavior falls in one of the zero tolerance areas. The organization is determining the appropriate disciplinary action to propose.

Here is the question: does zero tolerance mean automatic removal? Said differently, would anything less than removal condone the behavior? 

Yes, there is a specific issue that brought the question to the table and now it is the question itself that I want to explore. It goes beyond any single issue or set of circumstances.

Since face to face is not feasible, although it would be awesome, how about link to link or comment to post?

What do you think?