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
Content has been added to help employers understand their rights and responsibilities when it comes to changing an employee benefit offering or contribution.
Employers seeking to advise employees that they will match donations provided to charitable organizations and activities should consider including this model policy statement in their handbook.
Arizona employers seeking to inform employees of their rights under Arizona's Constructive Discharge Law should consider including this model policy statement in their handbook.
Use this workflow to determine whether a non-union employee's activity, including speech or organizational activities, is protected under the National Labor Relations Act (NLRA).
This briefing for supervisors examines the law and best practices regarding bullying and harassment in the workplace, including recognizing and preventing bullying and harassing behavior, conducting investigations and employer liability.
An employer may use this form to address poor performance in a way that specifically identifies areas of underperformance and encourages appropriate goal setting. The PIP process is much more individualized and requires an employee to be actively engaged in solving performance problems.
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.
HR guidance on the legal risks and benefits regarding employee relations programs.