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

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    Type:
    Employee Handbooks

    Maryland employers with between 15 and 49 employees working in Maryland for each working day during each of 20 or more calendar workweeks in the current or preceding year should consider including this model policy statement in their handbook.

  • Los Angeles Hotels Face New Minimum Wage, Paid Leave Requirements: Employment Law Manual, Quick Reference Chart Updated

    Date:
    14 October 2014
    Type:
    Editor's Choice

    The Los Angeles City Council on October 6 passed a new ordinance that will require hotels in Los Angeles to provide workers a minimum wage and paid time off, effective 2015 or 2016, depending on the size and location of the hotel.

  • Podcast: How the NFL Flunked HR 101

    Date:
    14 October 2014
    Type:
    Editor's Choice

    A new podcast puts the National Football League's recent high-profile mistakes in investigating off-field player misconduct under the microscope and offers lessons for employers.

  • Date:
    13 October 2014
    Type:
    Legal Timetable

  • Employment At-Will: Mississippi

    Type:
    Employment Law Manual

    In-depth review of the spectrum of Mississippi employment law requirements HR must follow with respect to employment at-will.

  • Employment At-Will: Wisconsin

    Type:
    Employment Law Manual

    In-depth review of the spectrum of Wisconsin employment law requirements HR must follow with respect to employment at-will.

  • Employment At-Will: Texas

    Type:
    Employment Law Manual

    In-depth review of the spectrum of Texas employment law requirements HR must follow with respect to employment at-will doctrine.

  • About This State Supplement: Mississippi

    Type:
    Employee Handbooks

    Mississippi employers seeking to explain how the handbook and supplement should be read together and that neither the handbook nor the supplement alter an employee's at-will status should consider including this model policy statement in their handbook.

  • EEO Handbook Statement: Mississippi

    Type:
    Employee Handbooks

    Mississippi employers should consider including this model policy statement in their handbook.

  • Employment Eligibility and Work Authorization Handbook Statement: Mississippi

    Type:
    Employee Handbooks

    Mississippi employers seeking to inform employees that they use the Electronic Verification System (E-Verify) and what the potential ramifications are if employment eligibility cannot be verified 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.