Category: Organization and Employee Development

What assistance is available for employers that want to help their workers learn English? Can any employer run a credit check on potential employees? SHRM President and…

​SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, is answering HR questions as part of a series for USA Today. 

Do you have an HR or work-related question you’d like him to answer? Submit it here.

A couple of my co-workers and I display religious items in our office at work. One of the supervisors in an adjacent department went out of her way to disparage my co-worker’s collection of prayer beads he has on display as not appropriate for the office environment. Is this really a thing? Can a company limit how we decorate our work areas? —Izzie

Johnny C. Taylor, Jr.: Hearing such disparaging remarks about your co-worker’s prayer beads is understandably upsetting, especially if the supervisor is targeting a single religion. Regarding displaying religious items in the workplace, companies generally have discretion over what employees can display, and their policies may vary.

Employers may have policies allowing or restricting the display of religious items. These guidelines could differ for private workspaces versus common areas, and some companies might impose size limitations on such displays. It’s important to note that if a company restricts the exhibition of items from one religion, the same rule must apply to all faiths to avoid discrimination.

Disparaging an employee for their religious beliefs is never acceptable and could be considered workplace harassment. Ridiculing someone based on their faith goes against the principles of a respectful and inclusive work environment.

I encourage you to review your company’s employee handbook to see if specific policies address religious expression in the workplace. Additionally, consider reaching out to your HR department for guidance on the company’s rules and regulations regarding displaying religious items.

If you need clarification on your company’s policies or experience further issues, engaging in open communication with HR or other appropriate channels within your organization may be helpful. Understanding and respecting diverse beliefs is crucial for fostering a positive workplace culture.

I am on FMLA [Family and Medical Leave Act] leave for two to three months as I resolve a personal medical issue. Can I still submit FSA [flexible spending account] reimbursement for my medical expenses incurred while I’m away? —Markita

Johnny C. Taylor, Jr.: I appreciate your proactive approach to managing your medical situation and seeking clarification on FSA reimbursement during FMLA leave. This is a matter many workers face and seek guidance and clarification on.

The ability to submit medical expenses for reimbursement through your FSA during FMLA leave depends on the specific circumstances of your benefits and contributions.

Here are a few scenarios to consider:

1. Continued contributions and coverage. If you are still receiving pay from your company during FMLA leave, your contributions to the medical FSA should continue. In this case, your FSA coverage should also persist, and you can request reimbursement for medical expenses incurred while away.
2. Employer contributions during unpaid FMLA leave. If your company is not paying you during FMLA leave but has agreed to make contributions to the medical FSA on your behalf, your coverage should still be active. Consequently, you can submit reimbursement requests for medical expenses.
3. No contributions from you or your employer. If neither you nor your employer contribute to your FSA during FMLA leave, you may not be able to submit reimbursement requests for expenses incurred.
4. Changes in FSA election. If you changed your FSA election to discontinue or terminate the FSA during your leave, you may be unable to submit reimbursement requests for medical expenses incurred during the FMLA period.

Remember that reimbursement is typically limited to the amount you elected at the beginning of the plan year. If you’ve already exhausted your FSA balance before your FMLA leave began, reimbursement requests may be rejected.

I recommend contacting your HR department for a precise understanding of your situation. They can provide specific details about your benefits, contributions and eligibility for FSA reimbursement during FMLA leave. Your HR team is there to assist you and ensure you have accurate information tailored to your individual circumstances. I wish you a full recovery during your FMLA leave.

​SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, is answering HR questions as part of a series for USA Today. 

Do you have an HR or work-related question you’d like him to answer? Submit it here.

My job has floated from crisis to crisis. I went from occasionally working long hours to almost exclusively working late nights and weekends. I haven’t had more than two consecutive days off in seven months. Lately, I have been sluggish in effectiveness and unmotivated. I’m wondering if these are early signs of burnout. Who can I talk to if I think I’m approaching burnout? —Carla

Johnny C. Taylor, Jr.:  Facing these challenges is difficult, and I appreciate your openness in seeking guidance. It’s clear that the demanding workload, long hours and ongoing stress can undoubtedly contribute to burnout. The World Health Organization defines burnout as a state of emotional, physical and mental exhaustion caused by prolonged exposure to excessive stress.

Having an open conversation with your boss is crucial. They can direct you to resources designed to alleviate burnout, such as an employee assistance program (EAP). Your boss can also assist you in prioritizing your workload and collaboratively brainstorm ways to reduce work stress. Remember, you may not be alone in feeling this way, and talking to others about it can be a significant stress reliever. Sometimes, it helps just knowing others can identify with what you are going through.

You can also take some steps on your own to identify and manage burnout. Look for the following signs:

• Exhaustion. This includes emotional, physical and cognitive fatigue.
• Increased irritability. You may become more easily frustrated or agitated.
• Decreased motivation. You might feel detached or less invested in both your personal and professional life.
• Frequent mistakes. You might find yourself making errors or feeling incompetent more often.

Recognizing these symptoms is a significant step toward addressing burnout. To help alleviate your situation, consider making key lifestyle changes:

1. Prioritize self-care. Get a good night’s sleep, eat a balanced diet and exercise regularly. Taking care of your health is essential, even when it feels like you don’t have time.
2. Implement healthy work habits. Take regular breaks throughout the day, set clear boundaries for your work hours and try to take time off whenever possible.
3. Declutter and organize. Clear up both your workspace and your home environment. A clean and organized space can positively impact your mental well-being.
4. Practice saying no. Don’t hesitate to decline additional tasks or responsibilities when you’re already stretched thin.
5. Explore relaxation techniques. Consider journaling or meditation to help manage stress. 

In taking these steps, you can start on the path to mitigating burnout and regaining your sense of well-being. It’s essential to prioritize your health and find the support you need during challenging times. 

The company I worked at for six years recently closed. During my time there as a project manager, I made many contacts and relationships with clients, vendors and co-workers in my industry. However, I’ve never leaned on them for career support. What’s the best way to approach them for help in my job search? —Dragan

Johnny C. Taylor, Jr.: I’m truly sorry to hear about your company’s closure, and I appreciate your question. Building and leveraging relationships in your career field is acceptable and a smart move when you’re in a job search. Your network can be an invaluable resource as you navigate this transition.

Start by reaching out and defining your career goals and the type of opportunities you seek. Knowing what you want will help your contacts understand how they can assist you better.

Next, reconnect with your former co-workers, clients and industry contacts. Reach out for a friendly chat over coffee or a phone call, or even through social media. The focus here should be on rebuilding the connection rather than immediately asking for a favor. Also, consider joining a professional association related to your industry. It’s a great way to meet new people and stay updated on industry trends.

When you engage with your network, share your career aspirations and ask for their advice. People appreciate being consulted for their expertise. They may even recommend training or conferences to help you enhance your skills and expand your network further. If you plan to use someone as a reference in your job applications, ask for their permission. It’s a courtesy that can maintain trust and respect in your relationship.

Networking isn’t just about finding a job, it’s about nurturing relationships. Even after you secure a new position, try to stay in touch. You never know when you might be able to help them in return.

Remember, seeking help and recommendations from your professional network is not a one-way street. It’s a give-and-take relationship, and everyone goes through different phases of needing assistance and offering it. So, don’t hesitate to reach out to your contacts; they can provide valuable insights and support during your job search. Your efforts to cultivate these relationships will pay off in the long run.

SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, is answering HR questions as part of a series for USA Today. 

Do you have an HR or work-related question you’d like him to answer? Submit it here.

My company has struggled to fill a position for months. I’ve been tempted to recommend my girlfriend for the job, but I worry about creating an awkward or problematic work dynamic. Should I be worried about how this might play out? —Tyler 

Johnny C. Taylor, Jr.: It’s not uncommon for individuals to find themselves in situations where they can potentially recommend a personal connection for a job within their organization. However, your concerns about the impact on the workplace dynamic are valid and should be taken seriously. With the right approach, this can all work out for the best and avoid any potential snafus. 

Start by thoroughly reviewing your employer’s policies on personal relationships. Most organizations have guidelines regarding hiring family members, but some also address the employment of significant others. Get clarity on what is permissible and what isn’t.

Often, restrictions on personal relationships in the workplace are based on potential conflicts of interest. Employers typically aim to avoid situations where close personal relationships intersect with supervisory roles or decision-making beneficial to individuals with emotional ties. Evaluate whether the position you’re considering recommending your girlfriend for involves any conflicts of interest.

Perhaps most importantly, transparency is vital. If you decide to recommend your girlfriend, be honest with your employer about your relationship from the outset. Concealing it can lead to mistrust and speculation among your colleagues. Transparency will also ensure that your employer can make an informed decision about how to proceed.

It’s best to recommend your girlfriend for a role where neither of you will be in a direct supervisory position over the other. This will minimize the potential for favoritism or the perception of bias in decisions related to her employment.

If your girlfriend is hired, it’s essential to maintain professionalism at all times. Avoid showing favoritism or providing preferential treatment. Establish clear boundaries to separate your personal and professional lives.

Establish clear guidelines with your girlfriend on how you will handle workplace interactions and conflicts. Discuss how you’ll manage situations where personal issues may affect your work or vice versa.

Pay attention to the workplace dynamics around you. If you notice any signs of discomfort or concern from colleagues, address them promptly and professionally. Open communication can help mitigate any perceived issues.

While it’s not inherently wrong to recommend your girlfriend for a job, it’s essential to approach the situation cautiously and follow your company’s policies and guidelines. Keeping your relationship above board, maintaining professionalism and being transparent will help create a more harmonious work environment. Ultimately, finding a safe middle ground that respects both your personal relationship and the workplace dynamics is key to making this situation work.

I took a three-year leave from my career to move back home and care for my ailing mother. How can I re-enter today’s job market after taking time away? —Karam 

Johnny C. Taylor, Jr.: Firstly, dedicating three years of your life to care for your ailing mother is a noble and selfless act, and it’s understandable to feel apprehensive about re-entering the job market after this break. Rest assured, though, you can successfully make this transition with the right approach.

Here are some critical steps to help you navigate your return to the workforce:

1. Take stock of your previous career experience and the skills you possess. Understand what made you successful in your previous roles and how those skills can translate into the positions you are targeting.
2. Be sure to update your resume with any relevant experience you gained while away. This could include seminars, webcasts, workshops, or books you’ve read related to your field. Highlighting your commitment to continuous learning is a great way to show your dedication to staying current.
3. If your industry has evolved during your absence, consider taking relevant courses or obtaining certifications to showcase your updated competencies. This can demonstrate your commitment to professional growth.
4. Soft skills such as communication, time management and organization are coveted. Cite examples of how you’ve utilized these skills in your previous roles and during your caregiving experience.
5. If you engaged in any volunteer work during your time off, especially related to your desired field, highlight this in your resume. Volunteer work can demonstrate your transferrable skills and your commitment to giving back to the community.
6. Reach out to your former colleagues and managers in your field of interest. Inform them about your intention to return to the workforce and inquire about any opportunities or insights they may have. They can be valuable advocates and provide you with leads.
7. Leverage your professional network to assess the industry’s current state. Understanding the challenges and opportunities can help you tailor your approach and expectations accordingly.
8.  Temporary or contract positions can be a great way to ease back into the workforce. They allow you to showcase your skills and build confidence while reacclimating to work demands.

Remember, re-entering the job market may take some time and effort, but with your determination and the support of your network, you can successfully transition back into a fulfilling career. Stay positive, stay persistent and believe in your abilities. Your caregiving experience has likely equipped you with resilience, adaptability and empathy—highly valued qualities in any workplace.