Lighter weekend question. For me it's that "document it" covers about half the job, and the other half is knowing when to pick up the phone instead of sending one more email. What's yours? Could be about investigations, payroll, managers, policies, or just protecting your own sanity. Hoping this turns into a good list for the newer folks here.

I have been in HR for 6 years and recently turned 30 and honestly, I am feeling lost and behind in life. I don’t know what I want out of my HR career - I really like ER side of things. I am an advisor right now but feel like I am administrative heavy and that’s all I’ll ever be good at. I don’t mind doing administrative things in HR as I’d feel lost without it but at the same time, I’m just thinking, how do I even cement myself in HR - I feel like a jack of all trades, master of none.

I started as an admin and then COVID happened so I went into recruitment before getting back into HR generalist. Somehow became a team leader when an old company restructured and started utilising offshore employees so I became the team leader for the admins processing everything in HRIS, and then left and only started developing myself an advisor the last two years.

Yet, I see other people in HR with same years of experience as me and they all see them be in BP roles and doing so well for themselves. I wonder what I am doing wrong.

Curious to hear where everyone else is in their career or any word of advice.

We have co pilot and Claude enterprise at work now, other than general admin, comms and template creation - how are you using AI to actually help you in your role?

I want to give new ideas a go and make my life a lil’ easier. I am the sole HR person for a business with approx. 110 employees.

Hi, for those of you that handle ADA compliance, what trainings have you done? What do you recommend?

Specific state trainings recommendations would also be fabulous, especially for more complex states like CA, NY, NJ and CO.

Thanks in advance!

Hello RedditHR,

TL;DR:

• An employee has had 6 attendance issues in less than a month
• They're not working out and we will likely let them go
• In Illinois, within their 90-day probationary period and at-will employment, less than 20 employees
• How do I advise the manager, move forward with eventual termination and avoid any potential litigation
• NH = New Hire HM = Hiring Manager

I am a part-time HR professional with 10 years of experience guiding a start-up through it's go-live and one of our new hires is having major attendance issues.

Situation:

• New Hire started in late September
• Has had a total of 6 attendance issues so far since NH started
• They are an hourly worker so they are only paid for the hours they are working
• 1 doctor's appt was planned and NH provided a note, I didn't scan or save it as there had not been any issues prior (shame on me I should have but also didn't want to keep something with PHI on it as I wanted to avoid any risk)
• The NH had previously had a police officer show up at our office to ask to see them, but we are unsure of what it was regarding, they did pass a background check, but we have been told they are in some restraining order lawsuits

Attendance Breakdown:

• First full week of work: Late arrival on that Friday
• Next week of work: Late arrival on Thursday
• Following week: 2 absences which they attributed to a contagious issue with their children
• Friday 10/16 unscheduled absence

Aside from this, there was one doctors appt that they had warned us about but the rest were either illness or car related issues.

I will not go into other issues but we are also seeing a clash in working style along with attendance and anticipate needing to let her go. We don't have an attorney that I can go to for help; I'm trying to mitigate risk where I can.

My current plan:

1. Have the HM sit down with the NH and myself (HR Manager) and have a verbal warning regarding attendance (reference the policy and make sure they understand)
2. Provide talking points to the HM otherwise stay quiet
3. Have NH sign acknowledgment
4. If absences or tardies continue, terminate before 90 days

Questions:

1. Is this approach sound?
2. Any advice or recommendations regarding talking points/script to help avoid discrimination or liek this?
3. Our PTO policy says that they can accrue starting at day 1; however, paid time off is not to be used before the first 90 days according to our pollicies
4. Recommended templates for the verbal warning acknowledgment?
5. Advice to documenting this as well as getting everything in order should we need to terminate?

THANK YOU!!!

XOXO,

A part-time, overwhelmed HR Manager and Mom of 2 tiny humans and a rescue dog

#ILLINOIS #EmploymentLaw #HRInquiry