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Policies / Handbooks

Workers’ Safety and Health

01/01/2015

HR Law 101: Employers have an obligation to provide a safe work environment for their employees. Those that don’t will pay a heavy price. Their workers’ compensation and other liability insurance costs will rise, workers may sue, and OSHA may impose heavy fines.

Workplace Drug Testing

01/01/2015

HR Law 101: Drug testing and substance abuse prevention programs can involve substantial legal liability if employers don’t manage and administer them properly. If your organization decides to implement a drug testing program, there are ways to minimize the risk of employee lawsuits …

More than a matter of style: Grooming rules can differ based on sex

12/23/2014
If you have a dress and grooming policy that sets out different rules for men and women, you aren’t necessarily setting yourself up for a sex discrimination lawsuit.

Starbucks customers to see a latte more ink

12/23/2014
In response to employee feedback, Starbucks has changed its employee appearance policy to allow employees to show more of their tattoos.

Providing References to Other Employers

12/19/2014

HR Law 101: Despite all the risks, providing other employers with references about your former employees is a good business practice. If you refused to provide references, eventually you would compromise your ability to find out about applicants you’re considering hiring …

Severance Pay

12/18/2014

HR Law 101: Severance policies are generally considered employee benefit plans entitled to ERISA protection, many courts have ruled. For employers, that means conforming to ERISA’s recordkeeping and disclosure requirements …

Accommodating Medical Marijuana

12/18/2014

HR Law 101: Currently, 23 states have legalized the use of medical marijuana. Whether employers in those states must accommodate legal medical marijuana use depends on how courts interpret state law.

5 elements of a social media policy that works

12/15/2014
While social media can improve an organization’s image and communication, it can also present risks to companies that don’t have a clear policy defining how employees may use it.

NLRB says employees can use company email to discuss pay, union organizing

12/15/2014

If your organization has a blanket policy that prohibits workers from using the organization’s email for personal matters, it’s time to revise it. The National Labor Relations Board ruled that employees have the right to use their employer’s email system (during off-duty time) to engage in legally protected communications, including discussing wages and even organizing a union.

Email/Internet Usage

12/15/2014

HR Law 101: Employers have any number of legitimate reasons to monitor employees’ email and Internet usage. Beyond personal productivity issues, you risk significant loss should an employee download a virus or other damaging software or engage in illegal activity conducted on company computers …