Overview: Employers should adopt a constructive employee relations strategy in order to promote productivity within the workplace. Implementing customized policies and procedures that address employee behavior and foster communication, such as a progressive discipline policy or the creation of employee action plans, will promote the organization's long term viability and prosperity. Having set organizational objectives and communicating those to employees prior to enforcing work rules, conducting performance appraisals or taking disciplinary action will improve employee-employer relations. In addition to addressing misconduct or performance deficiencies, employers need to focus on recognizing and rewarding top performers and their contributions to the employer's business goals.
Trends: Federal and state whistleblower programs are flourishing within the current enforcement landscape. Employees and former employees of regulated or public employers have reaped large bounties as a result of reporting organizational misconduct. Employers should seek to build a culture of integrity within the workplace in order to foster trust and collaboration among employees, supervisors and regulators.
Author: Marta Moakley, JD, Legal Editor
In-depth review of the spectrum of federal legal requirements HR must follow when handling external investigations.
XpertHR's High-Tech Resource Center for HR: Performance Management and Employee Discipline helps high-tech employers handle their most challenging employment issues by bringing relevant resources together in one place for easy access.
An employer may use this policy to inform employees whether, how and under what circumstances an employer will contribute to charities. Giving campaigns can be part of a branding or marketing effort and further or broaden the organization's existing goals, as well as have a positive impact on employee relations, morale, and the community.
A properly managed employee suggestion program can improve morale, increase productivity, cut costs and raise retention rates. The employee comments program must have the proper management support and reward structure to engage employees or it will not be successful. If employers decide to create an employee comments program, it is wise to adhere to the steps in this How To.
An employer may use this policy to prohibit employees from engaging in political activity during the work day in an effort to minimize workplace disruption. The Political Activity Policy allows employers to exercise the right to regulate employee conduct in the workplace.
An employer may use this policy to either prohibit inter-employee dating or to permit employee dating white requiring certain disclosure of such relationships. If a relationship exists, the employer should require the employees notify management.
An employer may use this policy to help prevent employees from distracting co-workers with non job-related causes during work hours. The employer's Solicitation Policy should be communicated to employees at the commencement of employment and the employer should make sure that employees sign and acknowledge that they have received and understand the policy.
This Supervisor Briefing examines the law and best practices regarding bullying and harassing in the workplace, including recognizing and preventing bullying and harassing, conducting investigations, employer liability and a self test.
Continuity and consistency in understanding and application of employment policies are essential to protect employers from employment-related claims of discrimination and breach of contract. This How To provides steps for writing an employment policy.
HR guidance on the legal risks and benefits regarding employee relations programs.