Ask the Expert

In this section, we have selected some questions that we have been asked in the past. These are brief examples of HR concepts or procedures that we can discuss to make your place of work a healthier, happier, and more productive workplace. Check back to this space for new content, and feel free to e-mail us.

From a recruiter...

QUESTION: As a Recruiter, if I know an applicant has a physical disability (walks with crutches and rides a scooter), do I need to disclose that to my client? My candidate will be going on a job interview, and I do not want my client to be surprised—but at what point will it cross EEO guidelines?

ANSWER: The official answer is "as long as your candidate can do the essential functions of the job, you need not say anything to the client." The caveat is, you may not know all the essential functions of the job, and the job site may have some areas where she (your candidate) may need some accommodation (like if there are a lot of steps or tight spaces where her scooter can't go).

I bet that you want your client and candidate to have the greatest chance to have a successful pairing, so a verbal "heads up" to your client is a good idea. I'd call your client and inform them about what your candidate's strengths are. With as little hesitation as possible, I'd say, "I want you not to be surprised by the candidate. She does have a disability that I believe does not affect her ability to complete the essential functions of your position." If you say it rather non-chalantly, then they will have a greater chance of also feeling like "it's no big deal." They may ask for clarification, and you can be up front with the information.

The bottom line is it's important for you to know what the essential functions of the job may be, and what "reasonable accommodation" your candidate may need in order to do her job well.

From a small business owner...

QUESTION: You often refer to "Company Culture" and I've heard others describe what their "work Culture" is like. What does "Culture" mean in a workplace, and can it be improved or changed?

ANSWER: To begin, let's define "Corporate Culture".

Corporate or business culture describes and governs the way employees think, feel and act when they are in their workplace. It is a mixture of the values, beliefs, rules, symbols, and stories that all companies experience over time.

If an organization has a mission statement, written/spoken goals, or metrics, then that organizations culture is often based on those idioms.

To address whether culture can be changed: in a word, absolutely. If you're not happy with your current culture (for example if you feel your staff could vastly improve how they treat your customers), there are steps we can take to assist you identify the cultural idioms that you want changed. We can help you identify what cultural norms you want to set in place, and how to incent your staff to strive for those ideals.

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So how do you get answers from ParkAllenHR? How do I ask a quick question? There are several ways to find out what is going on, and what Park is doing: