@hr_explained: Replying to @jb9711474uq You can just tell them to stop it. That’s it. Stop it. You can explain to the employee that it’s against an attendance or break policy or a policy on service or safety and that it’s time theft. Now, if they genuinely didn’t know it wasn’t allowed, just tell them what is allowed and that they can’t do that anymore. If you know someone is just trying to get paid while not working but they tell you they have a disability or medical issue, that’s fine. They may have a medical issue you have no idea about. Tell them about the disability accommodation process, FMLA, and anything else that may apply. Even though you may not believe them, they may actually have a medical need. But if they don’t, they won’t follow through with what’s needed for an accommodation or time off and you coach/discipline/terminate as needed if they don’t stop. Employers do not have to allow unauthorized breaks or time theft. Even for employees with genuine medical issues, it unfortunately may not be reasonable to accommodate multiple 30-min bathroom breaks per shift. Not all jobs can function that way. Employers who can and do accommodate are awesome. It’s just not possible in every job. Coaching an employee should cover what they are doing (or not doing) that is an issue, what the expectation is, the impact of what they are doing, what happens if this isn’t corrected, and be given the opportunity to ask questions. This framework is great for coaching. It works for a write-up. And it works for a termination letter. #hrtiktok #humanresources #manager #managersbelike💪😍🔥🤞🏻 #corporatelife

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Sunday 08 November 2026 16:50:02 GMT