Managing whistleblowers in the company

23 Jul

Every business has to be prepared to handle whistleblowers and building a better company culture can help.

Whistleblowing is a serious concern for many businesses and finding a way to manage any occurrences can be difficult. According to Simply-Communicate, one of the best ways a business can protect itself from whistleblowers is by building the best company culture possible.

A report from the National Business Ethics (NBE) Survey, 45 percent of employees in 2011 admitted to viewing misconduct at work. From those who saw misconduct, 65 percent of respondents said they reported the bad behavior they witnessed. The report also found that 1 in 5 employees who reported misconduct felt they went through some form of retaliation.

With 42 percent of respondents saying their workplace environment has weak ethical culture, businesses have to find ways to improve corporate culture.

What exactly is a whistleblower?
Whistleblowers are oftentimes known as employees who complain about company misconduct for reasons connected to health or safety violations, shareholder fraud or financial mismanagement, legal site Nolo Press reported. Typically, employees who don't engage with the initial complaint are titled protected whistleblowers, which are protected by several state and federal laws.

Daniel Goleman, an author, psychologist and journalist, explained the most common reaction to whistleblowing is a worker getting dropped from the company through either transfers or being fired, Simply-Communicate reported. Goleman added that for government and private industry workers, 80 percent of whistleblowers "suffer immensely."

"The paradox of this is that the whistleblower is actually highly loyal to the organization," said Goleman, according to the source. "He/she is not blowing the whistle because they want to get someone, but because they feel the basic mission, the higher ideal is getting violated and they can't live with that. Their own ethics drive them to tell the truth. The organization, paradoxically feels betrayed, angry and retaliates."

How retaliating can harm business operations
When companies retaliate against whistleblowers, retention rates are severely damaged and top performers will realize how quickly businesses can turn their backs on workers, the source reported. The NBE survey also found that 7 out of 10 employees who suffered retaliation planned to quit their job within five years.

Businesses should always keep the anonymity of the whistleblower to avoid any sort of retaliation claim, the New Hampshire Business Review reported. When companies are oblivious to the whistleblower, the less likely any lawsuit can be instigated.

Instead, companies should keep open and clear communication between the worker and not push the idea too much to keep the report confidential. According to the source, businesses should let the employee know both parties remaining quiet about the situation will be best for everyone and that the complaint is being addressed.

Whistleblowers often notify the government because they believe their first report didn't receive enough attention and to protect themselves from any sort of retaliation. According to the source, businesses shouldn't keep employees from contacting the government when they are making a report as it could be reported in a claims case.

"All of these people feel they are loyal and that they are doing what they should be doing," said Jim Lukaszewski, a crisis communication consultant, according to Simply-Communicate. "They believe they are saving the company from further damage. However, from the standpoint of management, they are considered to be disgruntled employees."

Companies have a responsibility to avoid retaliation and to resolve the issues with the initial report.

Employee Retention Remains a Top HR Concern

21 Jul

Keeping workers at the company remains important.

HR professionals know that recruiting talented workers is just the beginning of their employee management duties, with retention being one of the core workforce elements every HR department needs to focus on. According to a recent poll by Human Resource Executive (HRE) Online, HR professionals continue to see numerous challenges, with employee retention being one of them. 

HRE Online's "What's Keeping HR Up at Night?" poll received more than 400 responses from HR professionals, and found retaining workers came in at No. 3 on the list. Employee engagement and productivity earned the top spot with 36 percent of responses, while development leadership talent secured No. 2 with 28 percent. But retaining key talent was considered by 24 percent to be a key challenge. In fact, 37 percent of respondents said they gave their concern about losing top performers a 4 out of 5, showing many are very concerned about their retention of crucial workers.

Rebecca Ray, executive vice president of human capital management practice The Conference Board, told HRE Online that keeping workers at the organization is important for every business, large or small.

"There is no greater challenge than the need to have high-performing, engaged employees and effective leaders to deliver on a business strategy," Ray said. "This is the same in every region, in every market, in every industry."

According to an article in TLNT, HR professionals don't have to let their worry about employee management stop them from getting their needed eight hours of shuteye. There are numerous strategies to increase retention, and many have a talent management element to them. Recruiting the right workers in the first place is one of the easiest ways to improve retention, but providing workers professional development opportunities, rewarding and recognizing strong performance and promoting strong leaders can also make a difference to retention. 

Tapping into the Talented Millennial Generation

21 Jul

Recruiting and retaining millennials can be difficult for many companies.

Millennials, also called Generation Y, is the latest generation in the workplace, and many recruiters and HR professionals have been looking for ways to recruit the most talented from this generation and what works best to keep them at the organization. Many companies have tried different tactics to drive recruiting and engagement from this age group - from offering fun competitions to giving them flexible work hours, employers are taking a lot of approaches to ensure their human capital is strong. Before HR professionals start implementing new ideas and strategies to recruit, engage and retain workers of this generation, they need to first understand what has already worked.

Determining What Resonates with Millennials
To some, millennials act entitled and jump from job to job, but Brent Grinsteiner – a recruiter at Manpower who also happens to be part of this generation – thinks negative perceptions about these workers overshadow their true benefits. Grinsteiner wrote millennials have experiences that are unique from other generations, and they are often driven to succeed and welcome professional development. They do best when they are given clear but concise information and are able to communicate through digital channels, such as email. LinkedIn's Lydia Abbot noted in an article that millennials are also strong multitaskers and collaborators who desire career advancement and a work-life balance. Grinsteiner wrote HR professionals need to understand that to reach out to millennials – whether they are employed at the company or are currently involved in the recruitment process – is that they want communication with their managers and to feel a sense of accomplishment from their tasks.

Therefore, best practices for acquiring and keeping top millennial talent often revolve around taking advantage of these attributes and leveraging their existing experience and abilities. Here are just a few best practices:

  • Recruit where millennials are: Many millennial workers use social media and online job boards to look for jobs, but they also often try to network both online and through their mentors. 
  • Make professional development fun: Gamification is one way to train and educate millennials, but collaborative training sessions can encourage teamwork and also be ben​eficial. 
  • Offer them opportunities to challenge themselves: Most millennials want to advance in their careers and develop new skills, so assigning them projects that can help improve their abilities and experience can be a great way to encourage loyalty.

One company that has been innovative with millennial employee engagement is Marina Maher Communications (MMC), which ended up creating a competition among the members of its workforce. According to an article in Forbes, MMC asked all of its employees to compete but collaborate with one another to raise money for the nonprofit She's the First. What resulted was a more creative and social company culture. The millennials in the workforce used their existing abilities, passion and resources to start fundraising, despite having no previous experience doing so. They were able to succeed at their goals because the company found something their millennial workers were passionate about. The Forbes article noted the company took away from this experience that millennials are resourceful and innovative, and the company culture has changed for the better because of it.

The Importance of Creating an Equal Opportunity Work Environment

17 Jul

Although businesses were required to be equal opportunity employers 50 years ago, it's still important for human resources to follow guidelines.

Approximately 50 years ago, Title VII was created as a federal law that prohibits workplace harassment and discrimination with all private employers, state, local and federal governments, and education institutions, Business Legal Resources reported.

The law prevents employers to discriminate against employees because of race, color, national origin, religion and sex. In the half-century since the law was created, many businesses are still under pressure to make sure they follow all the correct hiring, firing and recruitment processes that abide the federal regulation.

Since there are many more opportunities for employees to take legal action against a company for not being an equal opportunity employer, it's critical for human resources departments to ensure their firms are providing fair opportunities for everyone.

According to XpertHR, many businesses understand the importance of being an equal opportunity employer, but failing to stop discrimination in the workplace can lead to higher employee turnover and absenteeism rates, lower morale, reduced productivity and higher insurance premiums and defense costs.

Affirmative Action in Recruiting
Human resources departments have to understand that affirmative action in company recruiting policies are more important than ever. According to the Houston Chronicle, the whole purpose of affirmative action is to create a more diverse group and in the recruiting process, it will help the pool of qualified candidates grow larger.

Businesses can reach out to more qualified candidates by reaching out to specific programs designed to attract women and minority workers, the source reported. There are many routes employers can take to ensure their companies are being completely fair and balanced in their recruitment process.

Shift in Employment Practices
In the last 50 years, there have been major shifts in employment practices with affirmative action. According to Northern Illinois University College of Law's "Regulating Appearance in the Workplace," in the last several years, the amount of appearance-based discrimination claims has had a significant increase.

These appearance lawsuits have come from claims about dress codes, makeup, body weight, body art and grooming, the source reported. Since the federal law first started, now more employers are being cautious about age discrimination or disability claims.

The risk of litigation is possible for many companies and that's why human resources departments have to stay up to date with the latest regulations and federal laws to not only protect the business, but their employees as well.

Key Insights Into Offering Tuition Reimbursement Programs

16 Jul

Providing tuition reimbursement can help workers develop their skills and stay at the company.

Developing workers' skill sets and knowledge can help their employers become more successful and have greater shares in the market. HR professionals are key when it comes to the talent management of the workforce because they are integral in providing training and education to workers. However, many workers often need to go back to school, or have gone to college and are in high demand among employers. Offering tuition reimbursement can encourage employees to gain the knowledge they need to help the business and also lead to acquiring more talent within the company. Even though these programs aren't new, they are seeing a revival, and employers and their HR professionals need to establish whether it is in the best interest of the company to invest in a tuition reimbursement program.

The Benefits of Offering These Programs
Tuition reimbursement initiatives are becoming more popular. One of the most cited models for this type of program is the one used by Starbucks. The Hill noted Starbucks offers full tuition for workers who choose to study at Arizona State University, and there are 40 programs Starbucks allows them to decide from. The program specifically aims to get those workers who are partially done with their degrees to finish their education.

According to an article in Forbes by finance expert Luke Landes, employers can gain much from providing workers with this type of benefit. Landes said he took advantage of this employer's tuition reimbursement program specifically to help him with his day-to-day tasks. Yet just better performance isn't the only gain – these programs can help with employee retention and loyalty, and can even encourage stronger talent acquisition and management. This is because higher-quality workers tend to be attracted to companies that value these initiatives.

Tuition Reimbursement Initiatives Should Be Part of Company Culture
These programs shouldn't just be an add-on to the company's current talent management and professional development initiatives – they should be an integral part of the entire company culture. Because worker quality is critical to employers' success, their training and development should be as well. The company culture should drive workers to improve and be better, but only making tuition reimbursement programs open to certain employees or not giving workers information on these initiatives can cause talent management to stagnate at the organization. HR professionals should look to ensure all workers understand the benefits of taking advantage of the company's tuition reimbursement perk. 

Wearable devices could boost employee engagement

14 Jul

Wearable devices are growing among businesses since the wealth of data can be provided to doctors from workers to help keep them healthy.

Human resources departments are beginning to use more technology to boost employee engagement and motivation. A new report from the International Data Corporation explained by the year 2018, there were will be nearly 112 million wearable computer devices purchased by not only consumers, but employers and businesses as well. In 2014, the report expects 19 million wearable devices to be sold, which would be a nearly 79 percent growth from 2018 figures.

What devices are being used?
Businesses have found wearable devices can work effectively as a healthcare or medical device. Human resources are able to keep productivity levels up with wellness programs, which wearable devices would benefit workers. Wearable technology is used to measure or track height, weight, blood pressure, pulse, sleep patterns, cholesterol and glucose, the Media Post reported.

Wearable devices can include bands, watches or even eyewear that could record or track personal information. According to the source, wearable devices make it easier for doctors to access more information about a person's medical history or what prescriptions they are using.

Wearable devices could also remind workers when to take certain medication, track calorie levels and send alerts when to exercise or when blood sugar levels get dangerously high, the source reported.

"These devices can tell you under which conditions your workforce is most productive, under which conditions your workforce is most alert and what makes them happier and more satisfied in their jobs," said Dr. Chris Brauer, a professor with the Institute of Management Studies at Goldsmiths, University of London, according to Bloomberg BNA.

Legal debate over wearable devices
Employers looking to provide wearable devices for workers are causing a lot of debate. Businesses sometimes offer rewards and incentives to lose weight or to eat healthier so their workers live longer and medical costs for controllable diseases are lower.

However, businesses have to make sure their employees acknowledge wearable devices are fully optional and will not affect their job whatsoever if they decline to participate in any sort of wellness program, Bloomberg BNA reported. Personal health information should remain disclosed for workers if they choose so.

"Organizations are going to be in extremely difficult positions in choosing between being able to harness the power of data that could give them a competitive advantage and the implications of requesting or requiring from their employees that they reveal behavioral data that extends well beyond the scope of traditional workplace studies," said Brauer, according to Bloomberg BNA.

Employers benefiting from additional information
Some businesses are seeing benefits to giving their workers wearable devices. The wearable devices are providing businesses with additional health information that might not have been accessible before, Bloomberg BNA reported.

"The real problem is employers often don't know what people are doing at work, and that's the core of business so we need to measure that," said Ben Waber, the co-founder, president and CEO of Sociometric Solutions, a company that makes devices to measure movements in tone of voice, according to the source. "It will enable subtle changes in the work environment. It will help organizations identify what shapes interactions and then change the environment to support those interactions."

The devices are also proving to be of value in terms of saving companies money on healthcare costs. According to the Vitality Group, through a five-year study, hospital costs fell by 6 percent for those who were using wearable devices to track health-related issues that were once inactive. For those who were active the entire time through the entire five-year research, those participants were able drop their hospital costs by 16 percent.

Data could be used to figure out what improves productivity 
Employers will also be able to store information in the cloud to help get a better understanding of which health conditions need the most improvement. It could also increase job satisfaction when companies can clearly understand what health-related issues boost or hurt work productivity.

However, Brauer said the accuracy of the information collected all depends on the duration of time in which workers wear the devices and how much employee information is recorded, BNA Bloomberg reported.

When companies are able to keep their employees more involved with their health, workers begin to feel more appreciated by their employer. Retention rates and employee engagement will increase with more focused workers who are eating healthier and paying more attention to their well-being.

The Best Strategies to Gain Honest Employee Feedback

14 Jul

Receiving honest feedback from workers is important.

Employee feedback is important for HR professionals to understand how well teams are running and how managers are leading their teams. Yet sometimes workers choose to only say what their HR departments and managers want to hear, instead of communicating about what they are truly feeling and seeing in the workplace. This honesty is crucial, because without the truth, HR professionals are unable to have effective human capital management. This lack of sincere communication can also negatively impact talent management and retention at the company because HR professionals may not be able to accurately identify the state of the workforce's morale.

Here are four ways HR professionals can encourage honest employee feedback:

1. Advise Managers to Be Truthful with Workers
Employees often follow their leaders' actions, and one of the best things HR professionals can do is to encourage managers to be honest when workers ask them hard questions. According to Inc. magazine, leaders who provide useful feedback can motivate workers to do the same.

2. Have Open Door Policies
HR professionals need to be open to receiving feedback, and having an open door policy is a great way to do this. According to Entrepreneur magazine, an open door policy means more than just leaving the office door part-way open – it means being approachable. Workers aren't going to take up offers to talk whenever needed if their HR professionals aren't accessible and receptive to the information they are being presented.

Entrepreneur also noted HR professionals need to reiterate that they have open door policies in place. Leaders must ensure workers feel as if they aren't necessarily winning time with their HR professionals, but rather believe it is a right they have within the workplace.

3. Listen and Acknowledge During One-on-One Meetings
Workers may feel as if they aren't allowed to say what they need to if their concerns aren't taken seriously on a regular basis. According to TLNT, HR professionals need to allow workers to talk during individual discussions and show them their opinions and feelings are valued and acknowledged. Employees may be more apt to provide honest feedback when they feel it will be heard. Every time HR professionals are presented with information – even if it is negative – they need to respond without becoming defensive and show workers what they are saying is important. TLNT noted it can be easy for HR professionals to discourage all employees from giving truthful feedback if they shut workers down when they give it. 

4. Develop Mechanisms that Allow Workers to Express Their Opinions
Town hall meetings and one-on-one discussions can give employees spaces in which to communicate their true feelings, but these ways to gaining feedback can backfire for HR professionals. Workers may feel as if they are setting themselves up as targets when they are giving feedback face to face. While these methods are beneficial, HR professionals should also adopt anonymous methods of communication that allow workers to think about what they want to say and for them to do so without fearing for their jobs.

Dangers Office Politics Have on Talent Management

14 Jul

Office politics can negatively impact an organization's talent management.

In almost every workplace at every organization there are politics. According to Talent Management magazine, office politics are common, and it can harm worker productivity and performance. Many HR professionals and managers discount just how political their workplaces truly are. A poll by email content provider SmartBrief on Workforce found the vast majority of workers consider interdepartmental or office politics to be significant at their organizations. In fact, 9 in 10 respondents said being part of the office-politics game helps them get ahead professionally.

While Talent Management notes it may be difficult to get rid of office politics altogether, HR professionals need to have a strong handle on their employee management if they want to be able to bring in and retain talented workers at the company. According to a blog in Harvard Business Review, HR professionals who ignore the impact office politics have on the workforce can be setting themselves and their workers up to experience high stress levels and dissatisfaction on the job. Talented new hires may feel uncomfortable entering into a workplace environment that thrives on internal politics, and there's always the possibility they will be the subject of envy by their co-workers. HR professionals need to ensure they unite the office and have a strong handle on the power struggles of their workplaces to prevent high turnover of key performers and top talent.

Productivity and Performance Risks
According to HBR, there are many important reasons HR professionals should understand the problem intense office politics play on talent management. The perception of workers advancing in the organization through illegitimate means and of employees undermining others' ideas and ambitions due to feeling threatened by them can be harmful to the entire organization. HR professionals can see their management of talent disrupted by company leadership wanting to promote workers who may not be qualified for jobs.

An article in TLNT noted office politics can impact the entire company's culture, allowing workers to move up due to favoritism rather than merit. The most talented workers in the business may then feel like their hard work isn't being rewarded and so they don't have to produce high-quality work because it doesn't matter to their development or advancement at the company anyway. HR professionals can then see productivity and performance slip, harming the entire organization, and also experience high turnover of strong workers.

What HR Can Do
According to Inc. magazine, HR professionals need to ensure all reward systems are fair and the company is focused on being unified rather than divided. It's all too easy for reward systems to be convoluted and secretive, Inc. noted, and this can cause resentment among workers and lead to office gossip. Giving solid reasons for raises and promotions is important to ensuring employees feel they are being rewarded for their merit and performance rather than because they are friends with management. 

Talent Management also suggested HR professionals be involved in employee management, because it is all too easy for human resources to simply learn information through the grapevine instead of seeing issues and solutions first hand. According to the magazine, HR professionals need to meet with workers on a regular basis to stay informed on what is happening in the workplace. The magazine gave the example of a project not being finished by the established deadline. HR professionals can determine if interpersonal issues between employees is to blame for the problem or if the involved workers are unable to finish the project because they don't have the skills to do so. This is an important distinction, and can make a big difference to how talent management is handled at the company.

HR professionals can't ignore how much office politics impact the talent management of the workforce. HR reps need to stay in the loop and be aware of how rewards are being handled to prevent low morale and high turnover.

Confidentiality: Keep Sensitive Data Safe with the Best Human Resource Information System

11 Jul

Keep employee information safe by using an electronic HR solution.

HR professionals may think it's the job of the IT department to ensure confidential files and information remain secure, but the HR department is just as important – if not more so – to the proper handling of these documents. If HR professionals are still using paper documents that are stored in filing cabinets instead of electronic files within human resources management software, they could be putting the security of the information contained in the materials at risk of exposure.

According to TLNT, it's hard to monitor access to paper documents, even if they are stored in a locked cabinet or folder. Someone can gain access to keys to these cases, and there is always the potential that documents that are taken out of these secure locations, get lost or are looked at by an unauthorized person. For instance, HR professionals can copy materials and unintentionally lose one of them, or documents can be circulated for approval among management and copied without authorization. When HR professionals hold on to paper documents, they put their organization at risk for a data breach. 

There are government regulations regarding the confidentiality of sensitive employee data, and these extend to electronic HR solutions. However, while most of these systems can reduce the risk of information getting into the hands of unauthorized individuals, HR professionals can't slack on their management of worker data and the security of multiple electronic locations.

Think Like IT
While keeping employee information secure resides with HR departments, these professionals need to understand the correct ways to manage this data. According to Computerworld, HR departments would do well to learn some information security tips from IT professionals. Joshua Mauk, information security officer at the University of Nebraska, told Computerworld HR representatives should be selective about the types of information they collect from workers and need to monitor all stored employee data.

Consider these examples: Mauk said the university had once kept the Social Security numbers of its workers​ to identify them, but this information is especially sensitive, and, if lost, could have drastic consequences for those employees. The university realized this risk, and reduced the amount of information it gathered from workers to prevent a breach. It also gave each worker his or her own employee identification number. In addition, Mauk told Computerworld he found sensitive information in unmanaged areas of the university's server. He advised that HR professionals be careful with how they protect information.

Choose the Right Software
It might be a great idea for HR departments to partner with their companies' IT departments to develop policies that ensure information is kept safe. But one of the things HR professionals can do to maintain confidentiality is to find the right electronic HR solution in which to store and manage their employee data. According to the TLNT article, employee management software is able to ensure only certain users gain access to information and are able to change that information, which is important to prevent lost files and compromised information. 

Rescinding Job Offers: When Is It Legal? And What Does HR Need to Know?

9 Jul

Be careful with offering a job to a candidate.

The hiring process doesn't stop when a company asks a job seeker to be on the payroll. Sometimes, there are issues that pop up after an offer is extended and recruiting for the job needs to start once more. Even the most experienced HR professionals have had to null and void a job offer to a candidate. There are many reasons why job offers have to be rescinded – here are just a few:

  • The company's corporate health is poor and cannot take on another employee
  • The business must reorganize its employment structures
  • The department's budget is cut 
  • The candidate acts inappropriately after the company has already extended an offer of employment
  • The job seeker doesn't pass the background test 

According to CIO, rescinding job offers increased in commonality during the recession, but it can still come as a surprise to many job seekers. HR professionals must be careful with how they handle taking back an offer of employment.

Employee management is as important at the end of the talent acquisition process as when new hires officially become part of the organization. HR professionals need to ensure they are following the proper procedures – both the company's own policies and the state's – to act appropriately during these situations. 

What are the Legalities Involved? 
HR professionals know they have to walk a fine line when it comes to rescinding job offers, but taking back an offer of employment is considered acceptable in certain circumstances. An article in Media Bistro noted that offers are simply offers and are considered to be an offer of employment "at will" in most circumstances. Because of this, it is legal to rescind most job offers.

The Ohio State Bar Association defines "employment at will" to mean "that, unless you agree otherwise with your employer, either you or your employer may terminate the employment relationship at any time for any reason that does not contradict the law." The Center for Career and Professional Development at Rensselaer Polytechnic Institute, an institute of higher education in New York, noted each state has its own laws regarding the legality of rescinding job offers when they have been accepted, but most courts have accepted the concept of employment at will.

However, according to the Society for Human Resource Management, an offer of employment is often seen to be an official promise of a job, and this has been used in court by candidates with rescinded job offers to win their cases. Cases have been found in favor of job candidates under the legal doctrine of promissory estoppel, which "supports a harmed party in enforcing such promises made." A court can also side with the plaintiff if it finds there was a breach of contract because the employment contract was signed by the involved parties.

According to HR news site HC Online, discrimination and misrepresentation of the company and/or position can also be brought up in court by candidates. SHRM recommended HR professionals only rescind an offer of employment after legal counsel has looked over the matter.

When Is Rescinding Job Offers Acceptable?
It is sometimes acceptable for HR professionals and their employers to rescind job offers. Internal issues like company reorganization and budget cuts can factor into whether the offered job is even available anymore, but HC Online noted external elements, such as if the candidate lied on his or her application, can come into play as well. Even the candidate's behavior and etiquette can end up impacting whether her or she will still have an offer of employment.

For example, Inc. magazine reported that a journalist wrote on his blog that he received an offer of employment at a newspaper. Although his editor assured him the post was acceptable, he had used the business's logo without permission and quoted the offer letter, both of which the newspaper said was not allowed. An HR expert noted that the company may be partly at fault in this situation, because it may not have communicated that the newspaper wanted to announce the job offer or that the candidate would be on probation.

What Happens When the Worker Already Left His or Her Job?
Yet one of the biggest issues with rescinding job offers is the problem of whether the candidate offered his or her previous employer with a notice of intent to leave his or her job because the job seeker accepted the new job in good faith. There have been court cases regarding this. SHRM noted some have been won on the grounds of promissory estoppel, and HC Online noted a large banking organization was found liable for a worker quitting his or her former job to work at the company and then having to rescind the offer of employment.

HR professionals must consider the potential of having to take back the employment offer. U.S. News suggested candidates provide a written acceptance letter and don't give notice of intent to leave to their current employers until there is confirmation of employment. HR professionals may want to ask candidates for a written acceptance letter, communicate about acceptable behavior during the probation period and recommend they don't leave their jobs or make any sudden life changes until they have confirmation they are officially starting on the job.

Switch to our mobile site