March 21, 2012 | ||||||||
Improve tissue productivity in 5 ways | ||||||||
· www.tappi.org · Subscribe to Ahead of the Curve · Newsletters · Ahead of the Curve archived issues · Contact the Editor |
Employee work restrictions challenge human resources (Excerpted from
the March/April 2012 issue of Paper360° magazine.)
Human Resource (HR) departments within the pulp, paper, converting
and allied industries are not exempt from the expectation to "do more
with less." The functions of an HR department are varied and include
recruitment and selection, compensation and benefits, safety, health
and wellness, labor and employment relations, training and development,
employment law compliance, and policy development.
One issue that is currently troubling to HR officials involves dealing
with employees who present work restrictions to their employer regarding
performance of their jobs. John Wirch, Vice President of Human Resources
- Little Rapids Corporation in Green Bay, Wisc., explains:
WHAT'S THE PROBLEM? Some employees, even if they know they can no longer perform their
jobs satisfactorily, may believe they are entitled to employment
without regard to their physical limitations and may believe it is the
employer's obligation to "restructure" their jobs in exchange for having
given their employer several years of service.
How does an employer know that an employee is unable to satisfactorily
perform assigned job duties owing to physical issues?
Visual observations may help. Co-employees may comment about the employee's
inability or inequitable work distribution issues caused by the employee's
limitations. Situations may arise where mental infirmities may hint
that a job is not being performed. Such situations may require outside
experts to help clarify things.
WHAT'S THE EMPLOYER TO DO? The employee is likely protected by federal and State laws prohibiting
certain discrimination. Additionally, the employee may be protected
if he/she has a "disability" [physical or mental] as defined by the
Americans with Disabilities Act or by other statute(s).
If a labor union represents employees, the employee can expect to receive
support from the union and may file a grievance under the collective
bargaining agreement.
HOW DOES THE COMPANY APPROACH THIS DELICATE ISSUE? THE EMPLOYEE HAS VALUE If it is determined, however, that the worker cannot perform the physical
and/or mental functions of the job satisfactorily, the HR professional
must act promptly and decisively, taking the necessary steps to protect
the employee and the company and to assure deployment of the right human
resource for today's economy and tomorrow's needs.
Dick Kendall, SPHR, has worked in HR in the manufacturing sector
for nearly forty years and is Executive Director of the Pulp and Paper
Manufacturers Association in Wisconsin which has been providing HR services
to union and non-union facilities in the pulp, paper, converting and
allied industries since 1936. Contact him at: dkendall@ppmausa.com.
NOTE: Read the full article in the March/April issue of Paper360°
and find out more about what a company can do to address this situation.
Now that you
are Ahead of the Curve, stay there by joining TAPPI. |
|||||||