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
Employers should take these steps to maintain the engagement levels that are crucial for the morale and productivity of employees working remotely during the coronavirus (COVID-19) pandemic.
The Families First Coronavirus Response Act requires covered employers to provide emergency paid sick leave and expanded family and medical leave benefits in light of the COVID-19 outbreak.
XpertHR offers many tools and resources to help New York employers ensure that their response to the novel coronavirus (COVID-19) outbreak complies with applicable state and local laws.
This guide will help managers and supervisors lead employees and manage change during the current COVID-19 pandemic.
Employers should put in place these measures to protect the health of employees and sustain essential operations during the novel coronavirus (COVID-19) pandemic.
Employers should follow these tips when dealing with temporary layoffs during the novel coronavirus (COVID-19) pandemic.
New York state has enacted a broad mandatory paid sick leave law that also provides job protections for employees for the duration of the COVID-19 crisis.
Updated to include important new information regarding Form OR-W-4, effective January 1, 2020.
Updated to reflect important information regarding Form M-4, effective January 1, 2020.
Legal considerations for employers regarding managing employees through HR. Employee management tips and support for the human resources professional.