Overview: It is important for employers to develop and institute a comprehensive set of HR policies and procedures to guide the conduct of both employees and supervisors in the workplace and protect both employers and employees. Standard policies and procedures also ensure that similar situations are dealt with in a consistent manner and the employer's business runs efficiently. The workplace policies and procedures should be memorialized and may be provided in the employee handbook or other document given to employees and/or supervisors.
An employer may want to develop different HR policies and procedures for different groups of employees depending on the department that they work in, whether or not the employee is part of a union, and whether or not the employee is an exempt or non-exempt employee. Workplace policies and procedures may cover such varied topics as discrimination and harassment, social media use, employee benefits, compensation, employee discipline, affirmative action, FMLA and employee leave. While workplace rules provide employees with standards of conduct that must be followed, policies and procedures are usually more formal and provide supervisors and management with a standard manner of handling frequent situations. Workplace policies and procedures should also carefully lay out the consequences and discipline that employees and supervisors may be subject to for violating a workplace policy.
Trends: Employers should be aware that changes in society, technology and the law may require employers to revise existing policies and create new ones. We live in a society in which our technology and the way we connect with others in changing rapidly. As a result, employers must constantly revisit their policies with respect to electronic communications and social media use. Employment policies on employee benefits and compensation also may need to be frequently updated based on changes in the law. Further, based on the fact that the amendments to the Americans with Disabilities Act significantly expanded the definition of an individual with a qualified disability, workplace policies regarding managing employees with disabilities should also be reviewed and revised on a frequently basis.
Author: Beth P. Zoller, JD, Legal Editor
Table of contents containing links to all available California policy statements along with national statements which may also be considered for inclusion in a California employee handbook.
California employers seeking to emphasize compliance with, and educate their workforces about this law, should consider including this model policy statement in their handbook.
Rhode Island employers seeking to educate employees, including supervisors, about the availability of jury duty and to demonstrate their compliance with Rhode Island's jury duty leave law should consider including this model policy statement in their handbook.
Tennessee employers seeking to educate employees about the availability of military leave and to demonstrate their compliance with Tennessee's military leave law should consider including this model policy statement in their handbook.
Florida employers who are located in, or do business within, Miami-Dade County and have 10 or more employees who are regularly scheduled to work a minimum of 35 hours per week, should consider including this model policy statement in their handbook.
New Hampshire employers seeking to emphasize compliance with and educate their workforces about the law prohibiting employers from requiring that employees not disclose or discuss information about their wages, salary or paid benefits should consider including this model policy statement in their handbook.
Table of contents containing links to all the policy statements available for Tennessee, which together combine to form a suggested supplement to an employee handbook.
In-depth review of the spectrum of Virginia employment law requirements HR must follow with respect to employment at-will.
Two new handbook statements are available, one for employers with 10 or more employees and another for employers with fewer than 10 employees.
Philadelphia employers that are not chain establishments and that have fewer than 10 employees should consider including this model policy statement in their handbook.
Guidance on creating and implementing HR policies that provide employees and supervisors standards and procedures with which they should comply.