Employers' Policies That Don't Make Sense!

Have you ever wondered why employers' policies don't make any sense? That's because they make their own rules and policies. Here are three of my favorites:

1) You must produce a doctor's note when you return to work if you're sick, otherwise your absence is unauthorized. This is General Motors policy. According to this policy, if you have the flu, you have to spend $40 for the doctor to say, get plenty of rest and drink lots of liquids. Do you really need to go to the doctor and pay $40 to hear this? Oh, I forgot, you need the doctor's note to give to your supervisor, because your employer doesn't trust you.

2) If you call off twice in 30 days, you're fired. (Calling off for those of you out there who don't know what "calling off" means, it is notifying your supervisor that you're sick, or you have an emergency and you won't be coming in.) This is a Dunbar Armored policy. Is that 30 calendar days or 30 business days? So, if I have 2 separate emergencies, which I have no control over, you're fired. That's a hell of a thread to be hanging from.

3) A three (3) to five (5) day bereavement policy is standard in most employee handbooks. If you lost your child in a devastating accident, would that be enough time to regroup, gather your thoughts and get back to work? This is how employers deal with employees who are hit with unforeseeable and isolated crisis. They don't care about the practicality of their rules, they have a business to run.

Have you come across a few impractical policies at work?

Exit Interviews

Have you ever filled out an exit survey or attended an "exit interview"? My next question is Why? You've already been fired. What possible reason would you have to do it? Do you think the employer cares what you think now? The employer didn't care enough to find out what you thought while you were working there. Are you still being paid by the employer? uhh...no, you've been FIRED!. Oh that's right, you quit and you want to make sure you get your paycheck. Wrong again! You've already earned your pay.

What is an Exit Interview?
An exit interview is typically a meeting between at least one representative from a company's human resources (HR) department and a departing employee. The HR rep might ask the employee questions while taking notes, ask the employee to complete a questionnaire, or both.

What's the Purpose of an Exit Interview?

Human resources departments conduct exit interviews to gather data for improving working conditions, (so they say) and retaining employees (so they say). However, the true purpose is to help employers avoid costly litigation down the road, caused by "disgruntled" employees. In other words, your comments and the notes an HR rep takes or gathers during your exit interview might be used against you in court, should you decide to sue your former employer. Exit interviews are for the employer's benefit only. In most cases the employer uses the information against you at an unemployment hearing or at a future Equal Employment Opportunity Commission (EEOC) claim.

Must I Submit to an Exit Interview?

No. It's your right to decline an exit interview. A reputable employer will respect your decision. However, a not-so-reputable employer might resent that you didn't participate and file a "would not rehire" or similar adverse notation in your personnel records.

Should I Participate in an Exit Interview?

I question the usefulness of an exit interview. A better time to conduct such a meeting is while an employee is committed, not while he or she is on the way out the door and concerned about burning a bridge. If you do participate, at your own peril, I would advise giving "generic" responses only or at least think carefully before responding.

There are risks for departing employees which include the information falling into the wrong hands and ruining references, the employer revealing negative information during a background check, and, the employer submitting either positive or negative information as evidence in a lawsuit.

Some things to consider before participating in an exit interview:
• As a departing employee, will you benefit from an exit interview?
• Is the exit interview anonymous or must you sign a questionnaire or the HR rep's notes?
• Is the reason you're leaving any of the company's business or an invasion of your privacy?
• Why did your employer wait until you're leaving to ask your opinion?
• Will the HR department really use your comments for improvements or are they just trying to find out the "real" reason you're leaving?
• Might an exit interview burn a bridge, ruin a reference or cause an adverse background check for you?
• Might you sue your former employer down the road?

Have you filled out an exit interview and lived to regret it?

Dazed and Confused?

Does your job offer an Employee Assistance Program? These are employee benefit programs offered by many employers, typically in conjunction with a health insurance plan. EAPs are intended to help employees deal with personal problems that might adversely impact their work performance, health, and well-being.

If you find yourself missing work too often due to a hangover, coming to work late, or in the bathroom a little too often, you should admit to a problem and consider entering a program. Frequently, employees wait until it's too late...when they're told they have to take a drug test.

Read your employee handbook to know the company's procedure. The time to confide is BEFORE you're tested for drugs, alcohol or marijuana. Don't wait until you've been randomly called to be tested or after you've been tested, it will likely be too late.