Policies / Handbooks

Cell phones in plant: Must we bargain with union?

06/01/2007

Q. Our company has a union contract with work rules. We also have the right in the contract to change the work rules, which the union can grieve. We recently exercised our right to add a new rule prohibiting cell phones in the plant. The union hasn’t filed a grievance, but it has filed an unfair labor practice charge with the National Labor Relations Board. It claims that we are obligated to bargain over the new rule. Are we obligated to bargain over a new rule like this?—R.S.

Michigan OSHA inspection

06/01/2007

Q. Michigan’s labor department has sent us a letter stating that a MIOSHA safety officer will be coming to inspect our facility regarding an employee’s safety complaint. Are we obligated to let the safety officer come into our plant and question our employees? Will the officer tell us who filed the complaint?—C.B.

Don’t just ban smoking on-Site; help employees quit

06/01/2007

Even if you ban smoking at work, nicotine-addicted employees will still manage to find a place to light up. And trying to hire only nonsmokers could create legal troubles. So what’s the best way to cut your high health costs related to smokers? Actively help them quit …

Visits from customers help workers understand their mission

06/01/2007

At Medtronic, employees never wonder if their jobs are important. Once a year, they invite medical patients who have benefited from the company’s products to come to the firm’s Minneapolis headquarters and share their stories …

Use confidentiality clause to guard against ‘Litigation theft’

06/01/2007

Employees pursuing legal actions against their employers sometimes snoop around to see what documentary “evidence” of wrongdoing they can find around the office. Protect yourself by having a clear policy against such unauthorized document distribution …

Another reason to enforce violence policy: To avoid workers’ compensation liability

06/01/2007

Policies forbidding threats, fighting and other kinds of violence promote a harmonious and safe workplace, but there’s another good reason to ensure employees aren’t doing each other bodily harm. If you don’t take concrete steps to stem horseplay or outright aggression, you just might pay the price in higher workers’ compensation premiums …

Policies / Handbooks

Cell phones in plant: Must we bargain with union?

Michigan OSHA inspection

Don’t just ban smoking on-Site; help employees quit

Visits from customers help workers understand their mission

Use confidentiality clause to guard against ‘Litigation theft’

Another reason to enforce violence policy: To avoid workers’ compensation liability

The court affirms: Your employee has the right to an attorney

Train your managers: Make no promises about wages or raises

Don’t like the hairstyles? Off with their wigs, too!

House shoots down bill to allow guns in the parking lot

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