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Yes, I was once asked to falsify a time record by a manager. I immediately reported it to his supervisor. Less

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In my career as an employee relations professional I have always found it best to remain calm, gather facts, consult both parties, and then do my best to make an unbiased judgement which will hopefully benefit both parties. Less

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Give a real life example.

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The most difficult employee relation issue was dealing with an employee who contrived a story from a conversation he overheard and misunderstood from employees talking in the commons area. He was convinced they were talking negatively about him and he was extremely angry. After many discussions with him he became aware of his mistake. But he still asked to resign because he was embarrassed about his reactions. Less

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My first responsibility is to protect the school's best interest, which is often making sure that the teacher is well taken care of. If a teacher is receiving bad evaluations I would investigate to make sure that the bad reports are not ot of the teacher's control and then address the issue to solve it either way: teacher's fault or not. Less

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Having years of experience in Human Resources and Hospital Billing, you are always brought into some or all aspects of Operations - I assured them that I was the right candidate. Less

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Open/transparent, supportive, team

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One strategy for recruiting strong candidates is to leverage the current employees' networks. If you already hired a competent employee, it's likely he or she knows other competent people, which saves time during candidate searches. Therefore, set up an employee referral system that rewards employees for recommending good candidates. Less

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You must do company research using a well-known and reliable source. State the obvious, but do not mention info that you attained from an unreliable source, or proprietary info. Less