Listener Q&A - We Answer Your Questions! How far do we investigate?

Send us Fan MailWelcome to another Listener Q&A with The Team at HR Stories! Today’s episode goes into these questions:We have a full-time employee who is not reaching his minimum of 32 hours a week. What should we do if his leadership doesn’t have enough work for him?There is a department at my company that has loud cursing all day long. Is it considered a hostile work environment if no one has complained?An employee gets an inappropriate message at 3 am from a coworker that the sender ends up saying was an accident. Once HR checks in with the recipient and confirm that they don’t want to file a complaint, is there any other action that needs to be done?If you have an employee who reports harassment, how do you follow up with them when you learn during the investigation that they also engaged in less-than-ideal behavior without falling into retaliation?When you are an HR team of one and you feel that you’re being mistreated at work, how do you handle this?Email your questions to [email protected]!Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you’d like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  [email protected] for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns.