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 employment 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 requests 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
Following the first federal trial on the issue, a federal judge has found in the case Gil v. Winn-Dixie Stores, Inc. that a regional food retailer violated the Americans with Disabilities Act (ADA) by having an inaccessible website.
Effective November 26, 2017, New York City will require fast food employers to provide advance notice of work schedules to employees and to pay a schedule change premium if hours are changed after required notices, among other things.
Florida employers with 15 or more employees seeking to educate employees about the availability of leave for Civil Air Patrol missions and to demonstrate compliance with Florida law should include this model policy statement in their handbook.
XpertHR offers many tools and resources to help an employer address and manage challenging summer workplace issues.
Delaware joins Oregon, Massachusetts and other jurisdictions that have enacted salary history inquiry restrictions on employers. The Delaware measure will take effect in December 2017, and aims to reduce the wage gap between men and women.
Chicago employers that wish to provide paid sick leave using the "accrual" method rather than the "lump sum" (or "frontloading") method and that seek to educate employees about the availability of paid sick leave and to show their compliance with the Chicago Minimum Wage and Paid Sick Leave Ordinance should include this model policy statement in their handbook.
Minneapolis employers with five or fewer employees that wish to provide sick and safe time using the "accrual" rather than the "lump sum" (or "frontloading") method and that seek to educate employees about the availability of sick and safe time and to show their compliance with the Minneapolis Sick and Safe Time Ordinance should include this model policy statement in their handbook.
Georgia employers that employ 25 or more employees, that provide paid sick leave benefits to their employees and that seek to inform employees of their rights under Georgia law to use paid sick leave benefits to care for an immediate family member should consider including this model policy statement in their handbook.
Minneapolis employers with six or more employees that wish to provide sick and safe time using the "accrual" rather than the "lump sum" (or "frontloading") method and that seek to educate employees about the availability of sick and safe time and to show their compliance with the Minneapolis Sick and Safe Time Ordinance should include 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.