April 26, 2011
Out of Tragedy – Safety Reform
by Jim Guttmann, SPHR
On a beautiful spring day in the Greenwich Village area of lower Manhattan, a young social worker named Frances Perkins is having tea at a friend’s townhouse. It’s late afternoon on a Saturday and, not far away, hundreds of employees at a nearby factory are about to finish a work day, collect their pay and go home. At 4:20 p.m., the mood of the day changes suddenly. Frances and her friend hear the sound of clanging fire truck bells and there is much commotion in the street. They race out of the townhouse and head toward a ten story building in which the top three stories are on fire. They hear screams, “Don’t jump!” A large crowd gathers and views a horrific scene in which firemen, at their own peril, try to save these workers (mostly girls and young women) from certain death. The ladders on their fire trucks only stretch to the sixth floor of the building that is consumed by fire on the 8th, 9th and 10th floors. The few safety nets that they held were soon broken from a rain of falling bodies. In the course of 28 minutes 146 people, mostly Italian and Jewish immigrant women and young girls were dead.
What I’ve described is an event of 100 years ago that forever changed the life of Frances Perkins and the nation. The fire that broke out on March 25, 1911 in the Asch Building, home of the Triangle Shirtwaist Factory, became a defining moment in workplace safety. In remembrance of the many lives that were lost, this event was recently recognized by an executive order from President Obama. In 1911, as newspaper accounts surfaced as to the horror of that day and the unsafe working conditions of that time, change was inevitable. Some of the unfortunate circumstances and unacceptable conditions surrounding the tragedy include the following:
• To this day, it is unknown as to what ignited the fire on the 8th floor.
• Those employed at the factory worked inordinately long hours. Most of the immigrant workers could barely speak English and some girls were as young as 14 and 15 years of age.
• Prior to the horrific day, the building had experienced four recent fires. The Fire Department had reported to the Building Department that the conditions were unsafe on account of the insufficiency of its exits.
• Considering the flammability of shirtwaist cloth, the mere buckets of water that had been provided by management were useless in trying to squelch the flames which quickly spread throughout the work area.
• The shirtwaists were hung on lines above tiers of workers, sewing machines placed so closely together that there was hardly aisle room for the girls between them, and shirtwaist trimmings and cuttings littered the floors above the eighth and ninth stories.
• Fire extinguishers were not required by law at that time.
• There were no regulations on fire escapes. There was one fire escape for nearly 500 employees. That one fire escape quickly collapsed.
• Doors that could have been used for escape had been locked by supervisors.
• It was apparent that when the workers tried to flee, they encountered locked doors and broken fire escapes, and were trapped by long tables and bulky machines. Many others were left with a choice that no one should have to make – death by fire or death by leaping from the building.
• The Asch Building itself was fire proof, as advertised. Ironically, it did not have any noticeable damage. In fact, the building is still there today and houses offices for New York University.
• Only recently were all of the victims officially identified. Never to be forgotten, here is a link to the list of victims and their personal profiles: http://www.ilr.cornell.edu/trianglefire/victimsWitnesses/victimsList.html
In the aftermath of this tragedy, New York pushed for sprinkler systems to be put in buildings. Two safety organizations were created. One is the American Society of Safety Engineers, which is the oldest and largest professional safety organization in existence today. The other is the National Safety Council that was established by national charter from Congress for workplace safety, health and transportation issues.
As to Frances Perkins, 22 years after the tragedy she became Secretary of Labor in 1933 under President Franklin D. Roosevelt. She was the first woman appointee to a U.S. Cabinet position. Her mission would be to improve the pay and working conditions for workers in this country. In 1934 she established the Bureau of Labor Standards which became a precursor to OSHA. In fact, Ms. Perkins said that she had the Triangle victims in mind as she carved her niche in public service. Although much has been improved over the course of 100 years, there is a need to stay vigilant in taking safety (including fire safety) seriously on the job. You can do your part by taking the following steps:
1. Walk around and look for exits.
2. Make sure they can be accessed and opened easily.
3. Look to see where fire extinguishes are located and learn how to use them correctly.
4. Review emergency escape plans.
5. Determine an outside meeting place for co-workers to meet and take a head count.
By making fire safety an important part of our work environment, we honor those who lost their lives on that spring afternoon 100 years ago.
Jim Guttmann, SPHR
As a Landrum Professional Human Resources Manager, Jim is certified as a Senior Professional in Human Resources (SPHR) and has over 20 years of HR generalist experience for a large government contractor and Fortune 500 Company. He holds a Masters in Business Administration from Florida State University and is an active member of the Greater Pensacola Chapter of the Society for Human Resources Management (GPCSHRM), previously serving as their Vice President of Information Services and Chairman of the Workplace Diversity Committee. Jim is also certified as a County Mediator and in the administration of the Myers Briggs Type Indicator (MBTI).
Filed under: Mayberry, Notes from Holly | Tags: Communication, employees, Human Resources, Mayberry, Trust
April 26, 2011
Mayberry Monday – Those Gossipin’ Men
By Holly McLeod, PHR
The female gender gets a bad rap. Whenever there is mention of “gossip,” it’s usually the women that get blamed. Being a female myself I can admit that in a lot of cases we’re rightfully accused; however, men have their ride on the rumor mill too, and nothing exemplifies this better than the day a traveling shoe salesman showed up in Mayberry.
That morning in the drug store Aunt Bee, Emma Watson and another friend were busy talking about the latest news on some of the townspeople. One woman had the audacity to pretend her dyed-blonde hair was natural. Another woman, it seemed, had recently gone to Raleigh to buy a new set of teeth. The ladies were busy “discussing” when Andy Taylor walked in and overheard them.
“Mornin’ Ladies,” Andy said, “My goodness, don’t you look happy — must be cuttin’ someone up pretty good.” The ladies were offended at Andy’s inference but didn’t argue too much. Andy then asked the druggist for some sulfur powder for Barney, who had cut his finger while taking his gun apart.
Emma thought it suspicious that Andy would “come running all the way here” for just a little cut, and said she thought there must be more to this than meets the eye. Emma then took to the phone with her suspicions, and that’s all it took. Emma stated that Andy had gotten “one of those miracle drugs” to help Barney. The woman she called stated to another woman that Barney had gotten his hand caught in his revolver and gotten a serious infection. The next woman stated that when Barney was cleaning his gun he “ripped his arm clean up to his shoulder.” By the time the news made its rounds, Barney had shot himself in the chest.
Just a little while after Andy had seen the ladies in the drug store, Barney answered the phone at the court house and heard the shocking report that he (Barney) was dead! Laughing at the absurdity of the call with Andy, Barney said, “You’d think I’d know if I shot myself in the chest. That’d smart!” Aunt Bee and Emma came running in the court house after hearing the sad news of Barney’s demise, only to see Barney standing right in front of them. After seeing that Barney was alive and well, Aunt Bee asked how such a story gets out. Andy, indicating it might have been the ladies who got the story started, said “From a small cut, it took you exactly three and a half hours to get him killed off!”
Aunt Bee and Emma went back to the drug store for a cup of coffee. While discussing their unhappiness with Andy’s comments, a stranger walked in. The man ordered a cold drink and meekly said to the ladies, “I don’t suppose either of you ladies would like to buy a pair of shoes…” After the ladies indicated they did not want new shoes, the gentleman told them he would be staying at the hotel and gave them a business card to pass the information along if they knew anyone who might need new shoes.
Wilbur Finch was his name, and Mr. Finch was leaving the store as Andy and Barney walked in. Andy was there to tell Aunt Bee he would be late for supper, and also asked the ladies who it was that just left. Aunt Bee decided to have a little fun with Andy. She was truthful and told Andy that the man was a shoe salesman from New York. She also planted a seed of doubt by adding “or so he said.”
As Andy and Barney were walking away, they questioned why a man would come all the way from New York City to sell shoes in Mayberry. They then decided to check up on the man at the hotel by speaking to Jason, the innkeeper. Jason didn’t know anything about the stranger, but told Andy he would let him know if anything unusual came up.
When Mr. Finch came downstairs he asked Jason for a television in his room, saying that television was very important to him. Jason then went to Floyd’s Barbershop to relay this information to some of the local men. The undertaker, who was sitting in the barber chair when Jason came in, called a buddy of his and said the stranger in town was in the television business. Floyd called someone to say the man was from the Manhattan Showtime television show. The next man said that Mr. Finch was a television producer. Andy finally got a call with the news that the man was a talent scout.
The men were busy discussing the issue at Floyd’s, and they decided to covertly audition for Manhattan Showtime with the ruse of purchasing shoes – which was obviously Mr. Finch’s “cover.” Mr. Finch was in his room packing to leave when there was a knock on the door. Floyd came in with his son, who was holding a saxophone. While Floyd was being fitted for new shoes, his son was busy entertaining Mr. Finch on the saxophone.
Out in the hallway, Andy was organizing the audition process. Barney was next, who played harmonica for Mr. Finch while being fitted for a pair of black and white shoes, size 7 ½ B. Mr. Finch was also serenaded by an upright bass and an accordion. One after another they came. By the end of the evening, Mr. Finch happily called in a sale of 67 pairs of new shoes to his boss – a company record for a day’s sale.
The next morning Mr. Finch was in his car about to leave and Andy and gang were giving him a multitude of wishes for a safe trip. Mr. Finch said, “This is the most successful trip I’ve ever had.” Andy said, “We think we have a lot of talent here in Mayberry. You think any of them are good enough to go on television?” “Oh yes,” Mr. Finch replied, “I think all of them are good enough.” Andy told Mr. Finch that Mayberry appreciated him. Mr. Finch told him that he was just about washed up as a shoe salesman, but there would be no stopping him now after coming to this friendly town and making all those sales.
As Mr. Finch drove off, the men realized for the first time that Mr. Finch actually was a shoe salesman. As they were busy pointing the finger and blaming each other for the mistake, Andy spotted Aunt Bee and Emma across the street, smiling triumphantly.
This particular visit to Mayberry questioned who was the bigger gossiper – women or men? But in real life, I suppose everyone gossips just a bit. A little minor gossip can be harmless enough, but sometimes gossip can be very harmful for those who find themselves on the receiving end of it.
Employees who willingly discuss minor personal details can add to the camaraderie of a team. When those details become mean-spirited, embarrassing or are passed on without the knowledge or consent of the individual, that’s when “discussion” turns to “gossip,” which can be harmful to the employee and the organization.
The next time you become aware of unhealthy gossip, don’t hesitate to gently remind your employees that such discussions have no place in the workplace. It’s better to stop it as soon as possible, rather than let it escalate to hurtful or even potentially harassing behavior.
I leave you this week with a poem by an anonymous author. And I hope to see you again in Mayberry. Stay tuned…
Nobody’s Friend
My name is Gossip.
I have no respect for justice.
I maim without killing.
I break hearts and ruin lives.
I am cunning and malicious and gather strength with age.
The more I am quoted the more I am believed.My victims are helpless. They cannot protect themselves against me because I have no name and no face.
To track me down is impossible. The harder you try, the more elusive I become.
I am nobody’s friend.
Once I tarnish a reputation, it is never the same.
I topple governments and wreck marriages.
I ruin careers and cause sleepless nights, heartaches and indigestion.
I make innocent people cry in their pillows.Even my name hisses. I am called Gossip.
I make headlines and headaches.
Before you repeat a story, ask yourself:
Is it true?
Is it harmless?
Is it necessary?
If it isn’t, don’t repeat it.~ Author Unknown
Holly McLeod is a Human Resources Manager for Landrum Professional Employer Services and Landrum Consulting. She is a certified professional in human resources (PHR) and has more than 15 years of human resources consulting in the corporate world, healthcare and manufacturing environments.
Filed under: Human Resources, Notes from Jim | Tags: employees, Human Resources
April 19, 2011
EEOC’s Final Regulations for Americans with Disabilities
by Jim Guttmann, SPHR
In our July 26th blog, Yvonne Nellums, Landrum Professional’s Human Resources Director explained how the Americans with Disabilities Act of 1990 (ADA) and the ADA amendments Act of 2008 (ADAAA) have served to change how people with disabilities are viewed and treated.
Yvonne also explained that these acts ensure that those with genuine disabilities are not deprived of their rights to employment, public accommodations, telecommunications, and public transportation and services and that the meaning of “disability” is not so narrowly construed as to exclude individuals that the law was originally intended to protect.
Okay, so it took 20 years for legislators to get it right and finally come up with laws that completely explain what is required of all parties involved. Let’s celebrate! Well, not so fast! With any law that is passed, it is almost inevitable that there are practical questions that arise as to how it is going to really work in the real world. Yes, there is a need for practical guidance on what to do and how to do it so that employers can have some degree of confidence that they are truly in compliance with the laws.
Enter the Equal Employment Opportunity Commission (EEOC). The EEOC is the agency charged with enforcing federal laws (e.g. ADA and ADAAA) that prohibit job discrimination. When the ADA amendments Act of 2008 was passed, it also included a requirement that the EEOC enact new regulations consistent with the purpose and goals of the ADAAA.
In 2009, the EEOC published proposed rules and invited public comment. In March of this year, the EEOC’s final regulations were approved by a bi-partisan vote and were published in the Federal Register. Here is a Fact Sheet on the EEOC’s Final Regulations Implementing the ADAAA.
So, with all this clarity, what should a supervisor do when dealing with an employee who may have a disability or is viewed to have a disability at work. My advice to you is that you should immediately contact a human resources professional or legal counsel for guidance. Why? Because this is a matter that can be very complicated because the circumstances of any given situation have to be considered on its own merit. There are no “one size fits all” guidelines that can be applied to every specific situation. However, here are some overall tips that may help keep you from running afoul with this updated law:
1. Don’t be too quick in determining that an employee’s condition would not be covered by this law. The ADAAA significantly expanded the definition of “disability”.
2. Don’t only look at an individual’s medical condition in making an employment decision unless the employee’s medical condition really does prevent him or her from effectively performing the job or clearly threatens him or her co-workers’ health and safety.
3. Before making any reasonable accommodations, request documentation from a qualified medical professional unless the disability is obvious or for some other reason you don’t question it.
4. Engage in what the EEOC refers to as an “interactive process”. This means simply sitting down with the employee and discussing reasonable accommodation options and brainstorming, if necessary. Through this process, you may find an inexpensive and simple accommodation or the employee may admit that no accommodation is possible.
5. When exploring reasonable accommodation options, follow the EEOC’s recommended priority: (1) Can employee be accommodated in his/her current job? (2) If not, consider transferring him/her to a position similar to the old job (3) If not possible, consider transfer to a different position (4) If not possible, place on medical leave (giving full rights under FMLA as applicable) and (5) Only if all four options are not possible, should you consider terminating an employee.
6. Don’t make accommodations that you don’t have to make. You’re not required to create a job, displace another employee, promote the disabled employee or eliminate essential functions as reasonable accommodations. On the other hand, being flexible in providing personal equipment may be the easier and less expensive solution.
7. Understand the difference between “light duty” and reasonable accommodation. Light duty is intended to keep the employee involved in the workplace while recuperating from injury, usually a workers compensation injury. Employers can put a limit on the amount of light duty they will allow or change the conditions associated with it. Reasonable accommodation differs in that it involves changes to a job so that a person with a disability can perform its essential functions. Reasonable accommodations are mandated by law and an employer does not have the right to impose a time limit or establish a maximum number of reasonable accommodations that it will make. The duty to accommodate may last as long as the employee is in the workplace, and if conditions change over time, it may require adjustments to those conditions.
In summary, when an employee is faced with a truly disabling condition, the employer should explore all possible avenues for accommodating the employee, provided that the employee can still perform the essential functions of the job. Due to the complexity of these situations in terms of (1) what’s recognized as a disability and (2) what constitutes a reasonable accommodation for an employer, we strongly encourage you to seek the advice of a Human Resources Professional or Legal Counsel.
Jim Guttmann, SPHR
As a Landrum Professional Human Resources Manager, Jim is certified as a Senior Professional in Human Resources (SPHR) and has over 20 years of HR generalist experience for a large government contractor and Fortune 500 Company. He holds a Masters in Business Administration from Florida State University and is an active member of the Greater Pensacola Chapter of the Society for Human Resources Management (GPCSHRM), previously serving as their Vice President of Information Services and Chairman of the Workplace Diversity Committee. Jim is also certified as a County Mediator and in the administration of the Myers Briggs Type Indicator (MBTI).
Filed under: Drug Free Workplace, Human Resources | Tags: Drug Free Work Place, employees, Human Resources, PEO, Working a Better Way
April 12, 2011
Part 3 – Real Life Excuses for Failing a Drug Screen
by Grace Whalen
Today I am sharing the third part and last of my list of excuses I have been given by applicants who failed their pre-employment drug screen. Here is Part 1 and Part 2 in case you missed them. Of course, my list will remain ”work in progress” since Landrum Companies will always be a Drug Free Workplace. Remember as you read these stories they are all real; facts truly are stranger than fiction.
1. The Understanding Wife. “I can’t go to the lab for a second test because my wife is picking me up in a few minutes to take me to the hospital because my girlfriend is in labor.” Yes, it’s true.
2. Up in Smoke. “I was out of cigarettes and I found a butt in the ashtray. I was so desperate for a smoke I lit it up. I think it was marijuana my son had been smoking earlier”.
3. That’s Hot! I was doing onsite specimen collections on a group of employees. I noticed one sample was excessively warm, feeling heat through my latex glove. The temperature was off the scale. I found an aspirin bottle in the bathroom trash and suspended the collections. I later found that what I had suspected was true; containers of “clean” urine were being kept warm atop lawnmower motors, and were then smuggled into the bathroom taped to inner thighs of specimen donors. The crew was sent to the lab the next morning for observed collections.
4. Can I Get My Money Back? Occasionally an applicant who has failed his/her drug screen has asked for proof of failure. The reason for this is that the store where he/she bought an expensive 100% Money Back Guaranteed product that was supposed to yield a clean sample required proof of failure to honor the money back guarantee.
5. Pulp Fiction. I have, on occasion, been presented with a specimen that is not only cold, but appeared to contain pulp. Upon further scientific examination (i.e.: bravely and gingerly taking a whiff) I concluded the sample was actually grapefruit juice.
Thus ends this first chapter of the continuing saga of “Why I Failed My Drug Screen”. I will be sure to keep you apprised of future applicants who hope to escape the consequences of a failed drug screen by offering imaginative stories they are certain will vindicate them.
_________________________________________________________________________________________
Certainly, we make no judgment calls regarding these excuses. Applicants are entitled to a thorough confirmation process. When I speak with these applicants, I assure them they will have an opportunity to discuss any positive lab results confidentially with our Medical Review Officer. The MRO, alone, will determine the final outcome of the drug test, based on lab findings, review of the integrity of the chain-of-custody protocol and discussion with the applicant of any alternate medical explanation for those results, such as taking a medication by valid, verified prescription.
As Drug Free Workplace Coordinator, Grace oversees the Drug Free Workplace compliance for all Landrum Human Resources clients. She has been with Landrum for 18 years and has performed thousands of employee and applicant drug tests. Grace is responsible for maintaining and documenting all drug tests results and works closely with the Landrum HR Managers to reconcile any Drug Free Workplace related issues.
Grace earned her Associate of Applied Science degree in Nursing from Dutchess Community College in Poughkeepsie, New York. She spent 15 years as a volunteer in several facets of the public educational system.
Grace is a gifted writer who artistically blends her creativity and wit into very entertaining articles and poems. She enjoys cooking and is an exceptionally talented baker.
Filed under: Mayberry, Notes from Holly | Tags: employees, Human Resources, Mayberry, Working a Better Way
April 11, 2011
Mayberry Monday – “Cousin Virgil”
By Holly McLeod, PHR
Every once in a while Mayberry gets out-of-town visitors. Mayberry was once visited by a beautiful manicurist that got all the male townsmen – and their wives – hot and bothered. Another time a band of female escaped convicts caused quite a ruckus. On yet another occasion Mayberry was visited by a complete stranger who eerily knew everyone in town. While many of the visitors were strangers to Mayberry, sometimes the visitors were friends or relatives of our favorite Mayberrians. One visitor in particular came to town and made quite an impression – Barney’s cousin, Virgil.
Cousin Virgil was from New Jersey and was scheduled to arrive on the afternoon bus. Andy and Barney were at the bus stop to greet Virgil and made idle chatter while waiting for the bus to arrive. “You’re gonna like Cousin Virgil.” Barney said, “He comes from my mother’s side of the family – the fun ones. He’s gonna be a big help; an eager beaver, always wanting to help somebody.”
The bus came into view and pulled up at the curb. Andy and Barney looked for Cousin Virgil, but after a few people got off the bus the bus driver closed the door and prepared to pull out again. Barney knocked on the door and asked the driver about the missing passenger. The driver recalled their description of Cousin Virgil and went to the back of the bus to check on him. He came back with a suitcase, but no Virgil.
Andy and Barney got in the car and headed toward the previous bus stop in Currytown, and before long they encountered Cousin Virgil walking along side the road. When they asked what happened, Virgil explained that he had missed the bus when he stopped to buy a postcard for Barney. There wasn’t a post office nearby so he had set out on foot to find one. By the time he got back the bus was gone. Pointing out the obvious, Andy stated that the postcard wouldn’t arrive until the day after tomorrow so Virgil could’ve brought it himself and Barney would have gotten it sooner.
That night Barney and Virgil arrived for dinner at the Taylor’s. Aunt Bee brought out a large roast and Virgil got up to grab the plate. Already sensing that Virgil was a bit on the clumsy side, Andy quickly took the plate from Aunt Bee before Virgil could touch it. As Andy was sitting down Barney asked Virgil to pass the butter. As you might guess, Virgil reached for the butter as Andy was putting down the roast, therefore causing the plate to become unbalanced and the roast to fall into Andy’s lap. Andy was becoming visibly frustrated with Virgil.
After dinner the Taylor’s were saying goodbye to Barney at the front door. Barney asked where Virgil might be, and Opie said that Virgil went to get the squad car. After everyone realizes this means Virgil is actually going to be driving the squad car, they quickly exited the house and ran onto the front porch – just in time to see Virgil plow into the Taylor’s garage door while driving in reverse. Andy looked at Barney in disgust and said, “That boy has got to go!”
The next day Virgil accompanied Barney to the courthouse. Barney was sweeping the floor while Virgil was apologizing for the previous night’s encounter with the car. Virgil suggested that he finish sweeping for Barney. Barney reluctantly handed the broom to Virgil and headed for the back room. A few seconds later there was the unmistakable sound of breaking glass; Virgil had rammed the broom handle into the nearby bookcase.
Barney tried to find a simple task for Virgil and handed him the jail cell keys to clean while he cleaned up the broken glass. Andy came in and, seeing the glass, correctly guessed that Virgil was to blame. “Barney,” Andy said, “I want that boy to stay out of this office.” Barney explained that he had given Virgil a harmless job to do, but if he made another mistake he’ll tell Virgil he’s got to go.
Just then an alarm clock rang. Barney told Andy that Otis (the “town drunk” who was asleep in the cell) had an appointment with Oscar Skinner about a job at the feed store. Barney reached for the keys but realized he had given them to Virgil. He called for Virgil to bring the keys, and Virgil came in proudly displaying shiny clean keys.
Barney put the keys in the lock but the lock didn’t open. “Andy, something’s wrong with the lock. It won’t open,” Barney said. After inspecting the situation Andy replied, “There’s nothing wrong with the lock. It’s the keys. Virgil did such a good job that he wore down the teeth and it won’t turn the tumblers.”
Barney got angry. “Virgil, come here!” he yelled. Barney explained to Virgil that he had ruined the keys. Virgil said he was sorry and Barney replied, “That’s all you ever are is sorry. Can’t you do anything right?” Barney left the courthouse as Andy’s son Opie came in carrying a couple of delicately carved wooden figures. Opie told Andy that Virgil had made them. Andy examined the figures and told Virgil that they were “mighty fine work.” Puzzled, Andy asked Virgil, “How can a fellow who can have as many accidents as you… how can that same fellow do as fine a work as this?”
Virgil explained that he was by himself and nobody was watching, and that he always does better that way. He went on to explain that his father is a cabinet maker and “can do anything,” and every once in a while when Virgil was younger he would give Virgil a job to do. With his father watching, Virgil said “I’d get all jumpy and fumbly and so he’d have to take over, and he’d do it just right ‘cause he’s great.” Virgil told Andy that ever since then, he hadn’t been about to do anything with somebody watching over him or expecting something out of him. When he was alone he did much better.
Otis, who was still waiting in the cell, asked Andy if someone was going to get him out so he could make his appointment. Andy told Virgil to get Otis out of the cell – with nobody watching. Andy told Otis to turn his back and not watch, and gave Virgil some tools and told him to get Otis out of the cell. That was the only direction he gave Virgil; get Otis out of the cell. Andy then went into the back room and left Virgil alone with the task.
Before long Virgil told Andy he was through. Andy came in the room and saw the door off the hinges. Otis made a quick exit to get to his appointment, while Andy marveled at Virgil’s success. “You just tapped the pins out of the hinges and the door lifted right out. That’s fine work.” Virgil was successful only after being left alone to get the job done. I imagine some employees are like Virgil – for whatever reason they make errors when they know they’re being watched but when left alone and trusted to get the job done, they excel.
Do you have a Virgil working for you? Instead of writing the Virgils of the world off as incompetent, you might try letting your Virgil work in his or her own strengths as opposed to dictating how a particular job is to be done and standing watch to make sure the job is done correctly. Instead of being a watchdog, try letting Virgil work unsupervised for a project or two to see how it goes. Instead of micromanaging, give Virgil the freedom to sink or swim. You might be surprised at how many times he or she not only keeps afloat, but actually swims ahead of other employees.
See you again in Mayberry. Stay tuned…
Holly McLeod is a Human Resources Manager for Landrum Professional Employer Services and Landrum Consulting. She is a certified professional in human resources (PHR) and has more than 15 years of human resources consulting in the corporate world, healthcare and manufacturing environments.
Filed under: Drug Free Workplace, Landrum | Tags: "human resources consulting", Drug Free Work Place, employees, Human Resources
April 6, 2011
Part 2 – Real Life Excuses for Failing a Drug Screen
by Grace Whalen
Last week I posted my Top Ten Hall of Fame selections of real life excuses I have been given by applicants who failed their pre-employment drug screen. As I mentioned, during the course of the last 18 years as Drug Free Work Place Coordinator at Landrum Human Resources, the excuses have gotten quite creative and comical. Although the excuses and narratives I am posting today were not included in the Top Ten, they are certainly worth sharing. I affectionately refer to them as “Random Acts of Stupidity“.
1. Yeah, My Wife Says Pot is for Kids and I Should Stop. This was a response by a gentleman who had just failed his drug screen and who knew his wife of 26 years would be angry with him.
2. He Said, He Said- An applicant insisted “I don’t smoke, but my roommate does.” His roommate was also going through the application process and was the next person in line. The roommate used the same excuse.
3. I Guess I Didn’t See the Skull & Crossbones Label. “The reason my urine smells like bleach is that instead of adding the chlorine to the pool, I accidentally drank it.” This was a young man whose specimen had a strong odor of bleach, registered in excess of 100 degrees on the temperature monitor, and had a half-inch of foam on its surface. The mere fact that he did not think I would notice speaks to his common sense, or lack thereof. Living proof drugs make you stupid.
4. Under the Influence of Pizza. I must have looked perplexed when told by an applicant she was worried about failing her drug screen because she had pizza for lunch. I wondered aloud why she would be worried about pizza. She responded “Will the beer show up?” I did not know it was to be automatically assumed a beer accompanied the pizza.
5. Two Guys a Girl and A Trilogy of Inconclusive Drug Screens. Two male applicants and a female applicant who were friends came in together to go through the application process. Each one screened for marijuana. My coworker and I each called one of the applicants back to different interview rooms to speak with them about their results, leaving the third applicant to wait his turn. By the time I was able to call the third into my office, he had apparently heard from his friends they had failed their drug screen. He accompanied me to my office, where he told me his friends both smoke pot so it was secondhand smoke that caused his result. Laboratory confirmation proved otherwise.
6. Does It Smell Like Bleach in Here, or is it Just Me? A young man, whose entrance into the lobby was accompanied by a pervasive odor of bleach, was noted to have white blotches on his jeans pocket. He had likely heard adding bleach to his urine sample would cover up the presence of marijuana. He had apparently put a zippered seal type bag of bleach in his pocket, only to learn he should have used the brand that is guaranteed not to leak.
_________________________________________________________________________________________________________________________________________________________
Certainly, we make no judgment calls regarding these excuses. Applicants are entitled to a thorough confirmation process. When I speak with these applicants, I assure them they will have an opportunity to discuss any positive lab results confidentially with our Medical Review Officer. The MRO, alone, will determine the final outcome of the drug test, based on lab findings, review of the integrity of the chain-of-custody protocol and discussion with the applicant of any alternate medical explanation for those results, such as taking a medication by valid, verified prescription.
We have all heard the Anti-drug catch phrases – “Just Say No”, “Hugs, Not Drugs” “This is your brain- This is your brain on Drugs. Any questions?” “Crack is whack”. “Get High on Life, Not Drugs”. I would like to post a “catch phrase” from the past in my office, where applicants with whom I must speak about the unfavorable results of their drug screens can see it. The sign would be a straight forward “No Excuses”. But then I would have no material for future blog entries, such as the ones I will post next time!
The moral of today’s story? If you want to find meaningful employment through Landrum: “Drug Free is the Way to Be.”
(Alternate moral of today’s blog post) You can’t pull the wool over the eyes of a silver haired grandmother who worked in the public school system for 15 years, has 18 years’ experience as a Drug free Workplace Coordinator and raised three children of her own.
As Drug Free Workplace Coordinator, Grace oversees the Drug Free Workplace compliance for all Landrum Human Resources clients. She has been with Landrum for 18 years and has performed thousands of employee and applicant drug tests. Grace is responsible for maintaining and documenting all drug tests results and works closely with the Landrum HR Managers to reconcile any Drug Free Workplace related issues.
Grace earned her Associate of Applied Science degree in Nursing from Dutchess Community College in Poughkeepsie, New York. She spent 15 years as a volunteer in several facets of the public educational system.
Grace is a gifted writer who artistically blends her creativity and wit into very entertaining articles and poems. She enjoys cooking and is an exceptionally talented baker.
