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
A Supervisor Briefing and related PowerPoint presentation addressing the challenges in managing an employee rule breaker have been added.
The Occupational Safety and Health Review Commission (OSHRC) has ruled that the confidentiality provisions of the Family Medical Leave Act (FMLA) supersede an employer's duty to record injuries and illnesses as required by the Occupational Safety and Health Administration (OSHA) in Secretary of Labor v. United States Postal Service.
This briefing for supervisors provides ideas and best practices on responding to the challenges faced when managing an employee rule breaker.
Emailing Family and Medical Leave Act (FMLA) notices to employees may not suffice without proof the employee actually received the email, a court held in Gardner v. Detroit Entertainment, LLC, d/b/a Motorcity Casino.
As the year draws to a close, employers across the country begin gearing up for their annual holiday party. This celebratory event typically serves as a way for employers to thank employees for their dedication and hard work. However, too many things can go wrong at the party that instead leave employees feeling demotivated and, under some circumstances, litigious.
One of the most challenging aspects of staffing a productive and profitable organization concerns striking a balance between employee compensation costs and fulfilling client expectations. Often, an employer strikes this balance by increasing staff on a seasonal basis - especially in industries such as hospitality or retail.
In-depth review of the spectrum of New York employment law requirements HR must follow with respect to employment at-will.
We are working to provide subscribers with a robust set of state and key municipal policy statements as part of the XpertHR Employee Handbooks tool. This map details the status of our state Employee Handbook content build - what has been completed and what will be completed in the coming weeks.
The Minimum Wage, FMLA, Other Leaves and Employee Communications sections of the Employment Law Manual have been updated after the San Diego City Council repealed its new minimum wage and paid sick leave ordinance.
New York 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.
Legal considerations for employers regarding managing employees through HR. Employee management tips and support for the human resources professional.