Policies / Handbooks

Get tough on horseplay, banter; courts will

09/01/2003

You’ve got a new reason to take a harder line on sexual banter and crude antics in the workplace. One of the most conservative courts of appeal sent a clear message …

Spot check your workplace for offensive material

09/01/2003

The EEOC is suing a Pennsylvania steel plant for condoning sexual harassment by allowing offensive pictures, posters and calendars in the office. The lawsuit claims a shipping clerk and other female …

Workers can’t claim self-defense as reason to ignore anti-violence rule

09/01/2003

As part of your anti-violence policy, include a clearly worded ban on physical and verbal abuse in the workplace, even if it’s in self-defense. Include descriptions …

Dump strict language policy; EEOC cracks down

09/01/2003

If your company requires employees to speak English at all times (even lunch hours and breaks), drop that policy now. Such broad English-only rules violate Title VII.
And even if …

Organize your personnel files to minimize legal risk

09/01/2003

THE LAW. Maintaining personnel files can be a chore, but it’s the most important element in defending against claims from employees, ex-employees and regulators …

Incremental vacation time is legal, but not best option

09/01/2003

Q. We have salaried, exempt employees who take increments of vacation time (anywhere from one hour to seven hours at a time) instead of one full day. Is this legal? Or should they take only full-day vacation? —C.D., New Jersey

Deflect Cupid’s Arrow With Anti-Fraternization Policy

09/01/2003

Q. We have two employees who started a relationship. One is married. The wife of the married employee came to our facility and demanded to speak with the other woman. We didn’t permit them to speak on the premises. Do we have any potential for liability in a situation like this, especially if it escalates? Can we do anything to discourage employee romances or is this strictly off-limits? —C.R., California

Policies / Handbooks

Get tough on horseplay, banter; courts will

Spot check your workplace for offensive material

Workers can’t claim self-defense as reason to ignore anti-violence rule

Dump strict language policy; EEOC cracks down

Organize your personnel files to minimize legal risk

Incremental vacation time is legal, but not best option

Deflect Cupid’s Arrow With Anti-Fraternization Policy

Even ‘harmless’ banter can create a hostile environment

Don’t let ticked-off co-workers shoot the messenger (you)

Ask on-Leave employees to tell you when they’ll return

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