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
The amendment will centralize complaints and investigations by women who report gender discrimination in regards to salary and permit inter-agency referrals.
Starting January 1, 2015, Illinois employers will be required to provide pregnant employees reasonable accommodations such as longer bathroom breaks, specialized seating and even temporary transfer to a less-hazardous position.
The EEOC filed its first lawsuit directly challenging an employer's wellness program under the Americans with Disabilities Act (ADA).
A new Massachusetts leave law requires employers with 50 or more employees to provide as many as 15 days off in a 12-month period for reasons related to domestic violence, sexual assault, stalking and kidnapping.
In-depth review of the spectrum of Massachusetts employment law requirements HR must follow with respect to employee communications.
In-depth review of the spectrum of Massachusetts employment law requirements HR must follow with respect to employee discipline.
The presentations are designed to help train managers and supervisors about issues involving the Americans with Disabilities Act, which prohibits employers from discriminating based on disability and requires employers to make reasonable accommodations for employees with disabilities.
The Minimum Wage, FMLA and Other Leaves sections of the Employment Law Manual have been updated after the San Diego City Council overrode a veto of its new minimum wage and paid sick leave ordinance.
Legal considerations for employers regarding managing employees through HR. Employee management tips and support for the human resources professional.