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SHRM's HR Knowledge Advisors offer guidance, real-life personal/professional experiences and resources to assist our members with their HR-related inquiries. We are pleased to make this member benefit of up to 15 inquiries per 12-month membership period available. This benefit is not offered to SHRM student members.
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TOP FAQs
What should we do if an employee tests positive for COVID-19?
Immediately send an employee home if they are not already home. The CDC suggests that employers notify employees, customers or vendors who may have been exposed but keep the employee's identity confidential. The employee should quarantine for 14 days. If it has been less than 7 days since the sick employee was at work, close off areas where the employee worked long periods of time and disinfect after 24 hours to limit the exposure to others. Opening outside windows and doors can help air circulation. If it has been more than 7 days, the additional cleaning may be a good idea but not necessary. More information can be found in our Express Requests: Responding to Employee's COVID-19 Diagnosis
If we require masks and an employee refuses, what can we do?
Employers can require employees to wear masks and they can require them of customers and visitors as well. If an employee refuses to wear one due to health reasons, an employer may ask an employee to provide a doctor’s note. If providing an accommodation creates an undue hardship, an employer may not have to allow it. If an employee refuses to wear it because of religious reasons, employers may need to provide a reasonable accommodation absent undue hardship. An employer does not have to make an accommodation for someone who doesn’t want to wear one for discomfort, personal or political reasons. Employers should though speak with the employee first before making any decision. More information can be found in our Express Requests: Masks/Face Coverings in the Workplace
Can we ask or restrict staff from returning to work if they are high-risk, over 65 or pregnant?
Employers may be at risk of age, disability or pregnancy discrimination claims if an employer takes adverse action such as restricting employees from working based solely on their protected status. That does not however prevent an employer from offering options to employees who are at a higher risk as defined by the CDC such as telework or working in a different position if it minimizes the risk in contact with others. More information can be found in our Express Requests:
Accommodating Workers at Higher Risk for Severe Illness
How can we have conversations with our employees about racial disparities?
Conversations may vary depending on the company culture but generally, it includes training, building social connections, listening and being empathetic. More information can be found in our Express Requests:
How to Talk About Race with your Employees
Get conversation starters around racial equity and inclusion to help you take action in your workplace at togetherforwardatwork.shrm.org
What can we do to help drive out racism and social injustice in the workplace?
If you haven’t already, please consider exploring our research and resources at togetherforwardatwork.shrm.org a call to action for the HR profession and business community to drive racial and social injustice from America’s workplaces.
Other FAQs
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MEET YOUR HR KNOWLEDGE ADVISORS
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Pattie Graves, SHRM-SCP Pattie Graves, SHRM-SCP, has been an HR Knowledge Advisor for 10 years. Prior to coming onboard with SHRM, Pattie worked as an HR manager and HR director in manufacturing, transportation and retail. She has 20 years of HR experience and is also a small business owner.
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Kim McNeil, SHRM-SCP Kim McNeil is an HR practitioner with 9 years of experience. This experience includes expertise in benefits and compensation, international HR, mergers and acquisitions, employee relations, performance management, talent acquisition, federal contracts, and compliance. Kim has a Bachelor of Arts in World Politics from The Catholic University of America. Kim resides in Virginia with her family.
Elissa Jessup, SHRM-CP Elissa Jessup, SHRM-CP, has 8 years' human resources experience in the private sector, higher education, and government. Her areas of expertise include classification, compensation, talent management, benefits and employee relations. Elissa earned a Bachelor of Science degree in Communications, and a Master of Business Administration degree with an emphasis in Human Resources Management. Outside of work, she enjoys date nights with her husband, traveling with family and friends, visiting wineries and scrapbooking.
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ADDITIONAL RESOURCES
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HOW IT WORKS |
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DISCLAIMERS
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This benefit is available for most SHRM member categories. To check eligibility or upgrade your membership, please contact SHRM Customer Care at 800-283-SHRM (7476) (U.S. only), +1-703-548-3440 (International), option 3.
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SHRM memberships are individual and cannot be shared. We may only speak with or send information to the person holding the SHRM membership, therefore speakerphone use is not permitted.
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Due to federal regulations, HR Knowledge Advisors are not able to provide services to members from foreign countries with which the U.S. has trade sanctions in place. These countries include Crimea region of Ukraine, Cuba, Iran, North Korea and Syria.
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If you send an e-mail request and do not receive an automatic e-mail response acknowledging your request, please check to see if your spam blocker is activated.
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If you have already received a response to your request and need further clarification on the issue, we ask that you contact the HR Knowledge Advisor who responded to your original request for follow-up.
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SHRM's HR Knowledge Advisors are not attorneys and cannot provide legal advice. They provide general knowledge and information as HR professionals.