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

  • Employee Discipline: Connecticut

    Type:
    Employment Law Manual

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

  • Discussion of Wages Handbook Statement: California

    Type:
    Employee Handbooks

    California employers seeking to emphasize compliance with, and educate their workforces about this law, should consider including this model policy statement in their handbook.

  • California Handbook: Table of Contents

    Type:
    Employee Handbooks

    Table of contents containing links to all available California policy statements along with national statements which may also be considered for inclusion in a California employee handbook.

  • Discussion of Wages Handbook Statement: New Hampshire

    Type:
    Employee Handbooks

    New Hampshire employers seeking to emphasize compliance with and educate their workforces about the law prohibiting employers from requiring that employees not disclose or discuss information about their wages, salary or paid benefits should consider including this model policy statement in their handbook.

  • Jury Duty Leave Handbook Statement: Miami-Dade County, Florida

    Type:
    Employee Handbooks

    Florida employers who are located in, or do business within, Miami-Dade County and have 10 or more employees who are regularly scheduled to work a minimum of 35 hours per week, should consider including this model policy statement in their handbook.

  • Military Leave Handbook Statement: Tennessee

    Type:
    Employee Handbooks

    Tennessee employers seeking to educate employees about the availability of military leave and to demonstrate their compliance with Tennessee's military leave law should consider including this model policy statement in their handbook.

  • Jury Duty Leave Handbook Statement: Rhode Island

    Type:
    Employee Handbooks

    Rhode Island employers seeking to educate employees, including supervisors, about the availability of jury duty and to demonstrate their compliance with Rhode Island's jury duty leave law should consider including this model policy statement in their handbook.

  • Tennessee Supplement: Table of Contents

    Type:
    Employee Handbooks

    Table of contents containing links to all the policy statements available for Tennessee, which together combine to form a suggested supplement to an employee handbook.

  • Employer Liability Concerns in Employee Management

    Type:
    Employment Law Manual

    This section assists HR professionals in minimizing liability risks. The section also highlights the federal government's major enforcement initiatives and possible damages, fines or penalties resulting from noncompliance.

  • Employee Discipline: Massachusetts

    Type:
    Employment Law Manual

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

About this topic

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