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

  • Ford Not Required to Grant Employee Telecommuting Request, 6th Circuit Rules

    Date:
    17 April 2015
    Type:
    News

    A divided full panel of the 6th Circuit Court of Appeals ruled that Ford Motor Company did not violate the Americans with Disabilities Act (ADA) when it decided not to allow an employee with irritable bowel syndrome to telecommute four days a week.

  • Employment At-Will: District of Columbia

    Type:
    Employment Law Manual

    In-depth review of the spectrum of District of Columbia employment law requirements HR must follow with respect to employment at-will.

  • Update Your Employee Handbook for 2015: New How To Added

    Date:
    16 April 2015
    Type:
    Editor's Choice

    A new How To has been added to assist employers in updating their employee handbooks for 2015.

  • New Task Guides Employers When Sending an Employee on an International Assignment

    Date:
    16 April 2015
    Type:
    Editor's Choice

    This new Task guides an employer when sending an employee on an assignment abroad, from determining the type of assignment to planning for the return of the employee.

  • Involuntary Terminations: Tennessee

    Type:
    Employment Law Manual

    In-depth review of the spectrum of Tennessee employment law requirements HR must follow with respect to involuntary terminations.

  • Workers' Compensation: Virginia

    Type:
    Employment Law Manual

    In-depth review of the spectrum of Virginia employment law requirements HR must follow with respect to workers' compensation.

  • Employee Discipline

    Type:
    Employment Law Manual

    Before disciplining employees, employers need to implement policies and procedures that enforce rules of conduct and communicate those policies to employees. This section reviews the discipline process, different discipline types, alternatives to discipline and special discipline situations, including attendance, theft, substance abuse and whistleblowers.

  • Employee Communications

    Type:
    Employment Law Manual

    Effective employee communication provides the foundation for positive and cooperative working relationships. This section assists employers in implementing a disciplined, planned approach to employee communications, and avoiding ad hoc solutions.

  • Supreme Court Issues Pregnancy Accommodation Ruling: Various Documents Updated

    Date:
    14 April 2015
    Type:
    Editor's Choice

    The US Supreme Court held in Young v. UPS that employers are not required to accommodate pregnant employees under the Pregnancy Discrimination Act (PDA), but an employer may violate the PDA if it accommodates some employees but not pregnant employees.

  • Employee Communications: Arkansas

    Type:
    Employment Law Manual

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

About this topic

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