Policies / Handbooks

A good smartphone policy covers ‘textual harassment’ and more

09/28/2011

If you have a policy prohibiting employees from using cell phones while driving on company business, it may no longer be sufficient. Blame the rise of smartphones, which make it more important than ever to have a mobile phone policy.

7 steps to help prevent and address workplace bullying

09/16/2011

We all knew schoolyard bullies, and, if we were lucky, they left us alone. Sadly, research indicates many workers are targets of “workyard” bullies. And workplace bullying comes with significant costs.

Returning soldiers must follow your policies

09/16/2011

Soldiers who take military leave for active service or training are generally entitled to return to their jobs when they finish their military service. They even have protection from being terminated without cause if they served long enough. But USERRA does not protect employees who fail to follow existing company rules when they return or try to return.

Feds find fault with ‘no fault’ attendance policies

09/06/2011

Verizon’s recent $20 million settlement of a class-action lawsuit—the largest disability settlement in EEOC history—is shining a spotlight on the legal risks of no-fault attendance policies. The lawsuit claimed the company violated the ADA by refusing to make exceptions to its no-fault attendance policy to accommodate employees with disabilities.

EEOC finds fault with ‘no fault’ attendance policies

08/25/2011

Earthquakes raise HR questions

08/23/2011

In places like Washington, D.C. and Philadelphia, most HR professionals have contingency plans for snow days–not earthquake days. But that’s what they faced this afternoon when a reported 5.8 magnitude quake centered in Virginia shook much of the mid Atlantic. Also today, Colorado experienced its biggest earthquake in 40 years.

Handbook make-over: 4 guidelines to follow, 5 policies to include

08/23/2011

Each year, new employment laws go on the books and courts write thousands of decisions interpreting old laws. Yet, year after year, HR pros reach up onto a dusty shelf to hand new employees the same old employee handbook someone wrote years ago. It’s time for a rewrite. Here’s the guidance you need to get started.

Can we require grooming standards without being guilty of religious bias?

08/18/2011

Q. Our company requires male employees to keep their hair short. However, a recent applicant has stated that his religion does not allow him to cut his hair. Will requiring him to cut his hair to get the job violate federal law?

Arbitration agreement should stand on its own, separately from employee handbook

08/18/2011

Even if an arbitration agreement is fair and evenhanded enough to meet California standards, employers still have to clear the hurdle of showing that employees knew about the policy and agreed to it. That means making sure that employees actually read the document—or at least sign off that they did or had the opportunity to do so.

Back to school … with your office supplies?

08/16/2011

If you’re the person who orders office supplies in your organization, take a look at your month-to-month purchasing in recent years. Do you notice a spike in spending—triggered by a drop in inventory—from mid-August to early September? Our new “HR Soapbox” blog offers ideas for stopping “back-to-school” pilferage.