Employee Management - HR Policies Guidance

Editor's Note: Keep your policies current with state and federal laws!

Beth P. ZollerOverview: Effectively managing employees requires many things from HR. Employee management has many areas of concern. First and foremost, it is critical to draft and implement employee handbooks as well as workplace rules and policies. This sets ground rules for employee conduct and behavior and ensures consistency and uniformity when faced with common workplace issues. With employers under constant scrutiny, it is important to maintain and enforce policies against employee discrimination and harassment and guarantee compliance with equal employment opportunity laws. Employers should also make sure that they know how to properly respond to employee request for leave and time off from work as well as evaluate employee performance and determine advancement and promotion opportunities.

Other challenges employers may be faced with when managing a workforce include monitoring employee activity while protecting the employee right to privacy, providing training to supervisors and employees at all levels, and communicating with employees regarding workplace issues, employer expectations and discipline.

Trends: Federal, state and municipal laws are expanding equal employment opportunity laws to caregivers, pregnant women, transgender workers and others. There is also a growing movement among the states to pass legislation aimed at combating workplace bullying and ensure a healthy workplace.

Further, with an increase in employee use of the internet and social media, there are two issues employers should be keenly aware of. There is a move for legislation to prevent employers from requiring that employees and applicants provide their user names and passwords to social media networks. Second, the NLRB has shown that it is willing to strike down common workplace policies regarding social media, employee communications, investigations and confidentiality claiming such policies interfere with the right of union and non-union employees to engage in protected concerted activity.

Author: Beth Zoller, JD, Legal Editor

Latest items in Employee Management

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    Date:
    27 February 2015
    Type:
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    Wal-Mart CEO Doug McMillion has announced that it will eliminate its one-day waiting period for sick leave. This change will be implemented next year.

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    Date:
    26 February 2015
    Type:
    Editor's Choice

    A new XpertHR podcast examines one of the most notable trends affecting the workplace as Oregon employment attorney Kyle Abraham discusses the expansion of leave laws at the state and municipal level and the resulting administrative burden for multistate employers.

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    Type:
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    In-depth review of the spectrum of California employment law requirements HR must follow with respect to employee communications.

  • Oakland, California Minimum Wage Poster

    Type:
    Policies and Documents

    As mandated by the City of Oakland, California, all employers with employees in Oakland must post the Oakland, California Minimum Wage Poster.

  • Oakland, California Paid Sick Leave Poster

    Type:
    Policies and Documents

    As mandated by the City of Oakland, California, all employers with employees in Oakland must post the Oakland, California Paid Sick Leave Poster.

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    Type:
    Policies and Documents

    As mandated by the City of Oakland, California, all employers in the hospitality industry, such as restaurants, hotels or banquet facilities, must post the Oakland, California Service Charge Law Poster.

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    Date:
    25 February 2015
    Type:
    Editor's Choice

    Philadelphia's new ordinance, taking effect May 13, 2015, will require certain employers to provide paid sick leave.

  • New Hire Paperwork: Washington

    Type:
    Employment Law Manual

    In-depth review of the spectrum of Washington employment law requirements HR must follow with respect to new hire paperwork.

  • Medical Marijuana in Michigan: Appeals Court Rules on Employee Eligibility for Unemployment Benefits

    Date:
    24 February 2015
    Type:
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    The Michigan Court of Appeals has ruled that individuals who are state-approved medical marijuana users under the Michigan Medical Marihuana Act (MMMA) should remain eligible to receive unemployment benefits under the Michigan Employment Security Act. The appeals court based its decision in Braska v. Challenge Manufacturing Co. on the fact that the provision of unemployment benefits constitutes state action.

  • Illinois-Specific Employee Handbook Policies Now Live

    Date:
    24 February 2015
    Type:
    Editor's Choice

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About this topic

Legal considerations for employers regarding managing employees through HR. Employee management tips and support for the human resources professional.