Interoffice dating policy sample

I recommend that we use these resources in the future to ensure legally compliant decision-making processes related to OSHA and retaliation-prevention issues. Additionally, I know we share an awareness of the important of precedent in our decision-making processes and our handling of workplace safety issues in a legally complaint manner.

SAMPLE MEMO CONCERNING COMPLIANCE WITH THE AMERICANS WITH DISABILITIES ACT CONFIDENTIAL To: Your Supervisor (Include any others on this list to whom this memo should be addressed.) From: Your Name Date: Re.: Concerns about (Company)’s Compliance with the Americans with Disabilities Act (ADA) and ADAAA I am compelled to express concern about how we at (Company) handle issues related to the Americans with Disabilities Act (ADA) and ADAAA.

– Any Employee in ANY JOB at ANY LEVEL can use these memos and remove the references to being an HR professional and use these at work.

Note: Even though retaliation from workplaces for raising these issues IS unlawful, you use these memos at your own risk – – because there IS an epidemic in the US of workplaces that will unlawfully retaliate against people who raise such issues.

SAMPLE MEMO CONCERNING OSHA’S PROHIBITION AGAINST RETALIATION CONFIDENTIAL To: Your Supervisor (Include any others on this list to whom this memo should be addressed.) From: Your Name Date: Re.: Concerns about (Company)’s Compliance with OSHA Prohibitions against Retaliation I am compelled to express concern about how we at (Company) handle issues related to Occupational and Safety and Health Administration’s (OSHA) prohibition against retaliation against an employee for raising concerns about workplace safety issues.

Unless I am unaware of additional information or documentation related to this matter, I recommend that we revisit this situation and seek technical OSHA assistance to ensure that we at (Company) have not made any errors in violation of OSHA regulations.

I still hope that every employee will speak up and demand legally-compliant workplaces!

The more people who speak up, the less they can get away with legal noncompliance.

My membership in SHRM provides free information, white papers, case-law information, and cutting-edge research capabilities along with toolkits for how to best handle EEO and SHP-related issues.If we learn that any errors have been or are being made, I recommend that we remediate those as soon as possible.Moving forward, I recommend that we consider implementing a decision-making protocol that will include technical assistance consultation from no-cost government or SHRM resources to prevent errors in the future.My membership in SHRM provides free information, white papers, case-law information, and research capabilities along with toolkits for how to best handle issues that could be characterized as unlawfully retaliatory.I recommend that we use these resources in the future to ensure legally compliant decision-making processes likely to assist us in avoiding any actual or appearance of unlawful retaliation.

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