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Strategic Approach

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Strategic HR Approach
The well-being of their employees is a primary concern for a company because they are the one that make the company alive. Hence, it’s vital for the company to ascertain that the needs of the employees are provided. The following circumstances are means into how the employee’s need occur and the procedures to guide the employees. Often, companies need to deviate from the norms to guide an employee.
Medical Bills
An employee who already stayed in the company for many years and who’s been confined in the hospital for two months had requested the company for the assistance in its medical bills. Meanwhile, the company is already adhering to the state law policies with regards to ensuring health insurance and disability. Except if the employee presents some evidence, the employee was uninjured at work causing the cancer; the company is not liable from any financial assistance from the employee. Nevertheless, the company should give some effort to help and seek means to assist the employee particularly because the employee has been with the company for almost 25 years. The company can try to implement fundraising activities, asking donations for the employee from its co-employees or give some of its funds as donations to cover the medical bills. The company’s decision to help the employee, aside from the health insurance would boost employee relations and illustrate to the employees that the company really does care for its employees.

New Management and Accidents
A new manager was hired by the company over a group of 10 employees under the help of a supervisor yet various accidents still occurred. Also, the employees who have stayed with the company said that the manager micromanages and the supervisor criticizes that the employees have no respect because of his age and stay in the company. The supervisor also complains about the team’s performance is under the projected standard performance. The first procedure of the company is to try to talk to the supervisor regarding his management capabilities. Clarify to the manager that the micromanagement of the team will not gain any respect and productivity within the team. The company also needs to remind the manager and his members to be careful so that accidents in the work environment will not occur particularly when the standards of the Occupational Health and Safety
Board requires that this company must take good care of its employees. OSHA particularly provides “54 Fed. Reg. 3904 (Jan. 26, 1989) OSHA implemented regulations that comprise of protection and health management procedures utilized by employers to uphold the security and health of their employees.” (“Injury and Illness Prevention Programs,”n.d.) If the company was unable to implement the guidelines, it will be liable for penalties and lawsuits for unhealthy work environment. Unable to provide safety in the work environment will result to more accidents and deaths. Employees will be reluctant to work in a condition that is dangerous and will affect the credibility of the company not only its manager. Also, the manager should attain respect through a more effective management procedure rather than micromanaging.

Tardiness
The company has a female worker who was fired for being tardy for more than eight times. The employee asked help from a union member, which is recognized by OSHA, alleging male employees who have tardiness same as her were not fired and another female with the same circumstance also was not fired for the reason that he is a wife of a manager. The company was adhering to the standards but all of the employees who have the same condition should have been fired as well. Due to this event of not firing other employees, the company exercised preference or discrimination and the company also violated union rules. Based on the “Occupational Safety & Health Administration” (n.d.),” Section 11(c)(2) states that an employee who believes that he has been discriminated against in violation of section 11(c) (1)” may, within 30 days after such violation occurs,” file a complaint with the Secretary of Labor”. (para. 5) The company has to make procedures of firing the employees who have the same violations, irrespective of its sex or marital status. The moment the complaint was passed on to the company, a careful investigation should occur, resolving any differences up to probability of firing any supervisors not following the regulations. The employees have to see everyone is treated equally to keep the company systematized and working as a team.
Return after Baby
An employee reports back to work after three weeks of maternity leave and unfortunately her performance drastically decreases and her reputation begins to suffer. During the six months, no improvement or growth happens and that’s why she’s disconnected from the other employees. Employee’s performance is a major factor in the company and the said company must examine the reason why the employee suddenly changed its performance and attitude. The company should commence on the investigation on her immediate return to work. The company should clarify to the employee that it will not affect her performance if she rested a little longer and it must provide counseling for the employee if she is stressed or depressed. The employee can also be provided an intermittent FMLA if she has financial difficulties. “FMLA is structured to provide employees time to balance their work and family tasks by giving them justifiable unpaid leave for particular family and medical issues”. (“Leave Benefits: Family & Medical Leave”, n.d.) Included in the FMLA is the birth and care of its baby giving her a 12 weeks’ vacation, hence, it will enable the employee to rest if needed. Determination of problems and issues must be brought to the company so that they can find reasonable solutions for the benefit of the company and its employees such as the FMLA.
Conclusion
The company has various employees that need its guidance which sometimes go beyond its procedures. The act of the company in resolving these issues is the factor on how employees see the company. This will affect the employee relations and performance. When an issue occurs, the company can ask the HR department and also its legal department to find out the necessary steps to help and guide the employees.

References
Injury and illness prevention programs. (n.d.). Retrieved September 05, 2011from http://www.osha.gov/dsg/topics/safetyhealth/standards.html
Leave benefits: Family & medical leave. (n.d.). Retrieved September 05, 2011from http://www.dol.gov/dol/topic/benefits-leave/fmla.htm
Occupational safety & health administration. (n.d.). Retrieved September 05, 2011 from http://www.osha.gov/pls/oshaweb/owadisp.show_document? p_table=STANDARDS&p_id=11341…...

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