How To Handle Workplace Spooky Business During The Halloween Season
Given the spooky season is upon us, NORI HR and Employment Law thought we would knock up a quick list of do’s and don’t in relation to their management of Employee’s who may be from a monster and or non-monster related background during the course of their employment.
Vampires in the workplace
Employers should keep religious imagery to a minimum to ensure a hostile working environment is not directly or indirectly imposed on a our Vampire friends. Night shifts should be made available where possible to ensure the health and well-being of paler personnel. Employers should keep sufficient amounts of factor 1000 sun cream available in the event of night shifts unexpectedly extending to day light hours. All foods containing garlic should be clearly labelled if placed in shared fridge along with fresh supply of human and or bovine blood. Mirrors should be kept to an absolute minimum so as not to appear sarcastic.
Invisible employee have historically been unfairly accused on a regular basis of not partaking in meetings, having high levels of absence and being overlooked for promotion. Employers should take note that the ability for an employee to be physically seen by the human eye is a privilege and that colleagues who do not register as visible with the normal light spectrum should not be placed at a disadvantage in comparison to their more visible workers.
All reasonable steps should be taken to avoid scheduling more lupine orientated team members to night shifts during a full moon due to the health and safety risks posed to their non werewolf colleagues. Due consideration should also be given to colleagues who suffer allergies. Silver should also be kept a minimum.
Human sacrifice with the workplace
Those selected for sacrifice must not be discriminated against and those selected should only be selected based on an objective measurable criterion. While the last in first out rule is widely accepted as non-discriminatory an employer may feel that an older serving employee should be selected. In this case, it may be that employer wishes to make a financial offer and/or other none financial offer to the employee in return for their co-operation while prostrated across the sacrificial alter. It is important for an employer to remember that while not a statutory requirement an employer should in the first instance ask for volunteers if a human sacrifice in the workplace needs to take place.