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 employment 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 requests 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
Updated to reflect forthcoming amendments to law regarding reciprocity of employee coverage.
Updated to reflect forthcoming law regarding salary history inquiries.
Veteran employment attorneys Robin Shea and John MacDonald of Constangy, Brooks, Smith & Prophete, answer all of those questions and more, so that your company's harassment training "exceed expectations" in this #MeToo era.
Washington employers should consider including this model policy in their handbook to educate employees about the availability of safety accommodations for victims of domestic violence, sexual assault and stalking and to demonstrate their compliance with Washington law.
Updated to reflect the forthcoming small business paid sick leave tax credit.
This chart highlights the approximate birth years, nicknames, characteristics and values of the five generations in the workplace.
Updated guidance to include forthcoming New York City and state sexual harassment laws.
Beginning July 1, 2018, single-user restrooms in public buildings or places of public accommodation, including workplaces, must be available for use by persons of any gender.
XpertHR offers many tools and resources to help an employer address and manage challenging summer workplace issues.
Legal considerations for employers regarding managing employees through HR. Employee management tips and support for the human resources professional.