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

  • OFCCP Releases Final Rule on Discrimination Based on Sexual Orientation and Gender Identity: Employment Law Manual Updated

    Date:
    17 December 2014
    Type:
    Editor's Choice

    The OFCCP has issued a final rule that will implement President Obama's Executive Order 13672, which will prohibit federal contractors from discriminating against employees and applicants based on sexual orientation and gender identity.

  • Pregnancy in the Workplace: Supervisor Briefing and PowerPoint Presentation Added

    Date:
    17 December 2014
    Type:
    Editor's Choice

    To assist employers with the challenging issues of managing pregnant employees, a new Supervisor Briefing and Power Point Presentation on Pregnancy in the Workplace has been added.

  • Nebraska-Specific Employee Handbook Policies Now Live

    Date:
    16 December 2014
    Type:
    Editor's Choice

    The Nebraska employee handbook policy statements and associated "when to include" and "employer guidance" for each policy are now live and have been added to the new Employee Handbooks Tool.

  • Jury Duty Leave Handbook Statement: Nebraska

    Type:
    Employee Handbooks

    Nebraska employers seeking to educate employees, including supervisors, about the availability of paid leave for service as a juror and to show their compliance with Nebraska's jury duty leave law should consider including this model policy statement in their handbook.

  • Time Off to Vote Handbook Statement: Nebraska

    Type:
    Employee Handbooks

    Nebraska employers seeking to educate employees about the availability of time off to vote and to show their compliance with Nebraska's voting leave law should consider including this model policy statement in their handbook.

  • Election Official Leave Handbook Statement: Nebraska

    Type:
    Employee Handbooks

    Nebraska employers seeking to educate employees about the availability of time off for election officials and show compliance with Nebraska law should consider including this model policy statement in their handbook.

  • Military Leave Handbook Statement: Nebraska

    Type:
    Employee Handbooks

    Nebraska employers seeking to educate employees about the availability of different rights, protections and benefits, including a paid leave of absence, for eligible servicemembers and to demonstrate their compliance with Nebraska's military leave laws should consider including this model policy statement in their handbook.

  • Emergency Responder Leave Handbook Statement: Nebraska

    Type:
    Employee Handbooks

    Nebraska employers with 10 or more employees seeking to educate employees about the availability of volunteer emergency responder leave and to show their compliance with Nebraska's Volunteer Emergency Responder Leave law should consider including this model policy statement in their handbook.

  • Smoke-Free Workplace Handbook Statement: Nebraska

    Type:
    Employee Handbooks

    Nebraska employers with indoor workplace areas seeking to inform employees that smoking is prohibited in the workplace and to demonstrate compliance with Nebraska law should consider including this statement in their handbook.

  • Cell Phone Use / Texting While Driving Handbook Statement: Nebraska

    Type:
    Employee Handbooks

    Nebraska employers seeking to show their compliance with Nebraska's law regarding texting while driving, to promote driving safety and to limit liability from accidents involving employees who are driving and using electronic devices for work-related purposes or while driving a company-owned vehicle should consider including this model policy statement in their handbook.

About this topic

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