Overview: 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
In-depth review of the spectrum of Connecticut employment law requirements HR must follow with respect to employee discipline.
The Supreme Court has added an intriguing employee political speech case to its schedule. In Heffernan v. City of Paterson, the Court is being asked to decide if the First Amendment bans a public employer from demoting a police officer based on his superior's perception that the officer supported another political candidate.
The New Mexico Military Leave handbook statement has been enhanced to include leave rights for National Guard members.
This new Quick Reference chart lists the private sector employee leave laws passed by each state and some major municipalities.
This chart provides an overview of private sector employee leave laws by state and municipality.
New Mexico employers seeking to educate employees about their reinstatement rights following military service and to demonstrate their compliance with New Mexico's military leave law should consider including this model policy statement in their handbook.
In-depth review of the spectrum of Ohio employment law requirements HR must follow with respect to the employment at-will doctrine.
Oregon's Bureau of Labor Industries issued proposed rules to clarify some of the provisions of the new paid sick and safe time law, effective January 1, 2016.
In-depth review of the spectrum of Oregon employment law requirements HR must follow with respect to other leaves.
Illinois employers seeking to educate employees about the availability of military leave and to demonstrate compliance with Illinois' military leave law should consider including this model policy statement in their handbook.
Legal considerations for employers regarding managing employees through HR. Employee management tips and support for the human resources professional.