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 California employment law requirements HR must follow with respect to employee communications.
As mandated by San Francisco's Office of Labor Standards Enforcement (OLSE), all employers subject to the city's ordinances regarding formula retail establishments must post the San Francisco Formula Retail Employee Rights Notice Poster.
Many new employment laws took effect on July 1, 2015. The laws range from Mississippi's new texting while driving law to the new OSHA HazCom requirements affecting manufacturer labels.
In addition to federal posting requirements, an California employer should ensure compliance with individual state and local requirements for workplace posters. This chart contains information regarding California-specific notice posting requirements.
As mandated by the City of Emeryville's Department of Economic Development and Housing, certain hospitality employers subject to the Emeryville Minimum Wage and Paid Sick Leave Ordinance must post the Emeryville, California Service Charge Law Poster.
As mandated by City of Emeryville's Department of Economic Development and Housing, all employers subject to the Emeryville Minimum Wage and Paid Sick Leave Ordinance must post the Emeryville, California Minimum Wage and Paid Sick Leave Poster.
As mandated by the City of Chicago Department of Business Affairs and Consumer Protection, Chicago employers covered by the city's Minimum Wage Ordinance must display the Chicago, Illinois Minimum Wage Notice Poster.
Effective September 1, 2015, sexual harassment of an unpaid intern will be considered an unlawful employment practice under certain conditions.
Legal considerations for employers regarding managing employees through HR. Employee management tips and support for the human resources professional.