Policies / Handbooks

How to draft a social networking company policy

10/12/2010

According to a recent survey, 22% of employees say they use some form of social networking five or more times per week, and 15% admit they access social networking while at work for personal reasons. Yet, only 22% of companies have a formal policy that guides employees in how they can use social networking at work. Here’s why you need one—and what it should include.

$10 million settlement puts brakes on Roadway lawsuit

10/12/2010

Racial harassment complaints against Roadway Express for actions that took place at its Chicago Heights and Elk Grove Village locations were so involved they outlasted the company. Roadway recently merged with Yellow Transportation to form YRC, one of the nation’s largest freight haulers. Now the new entity is on the hook for millions of dollars—and a big culture change courtesy of the EEOC.

Social media: The 7 elements of a legally smart company policy

10/08/2010

Social media can help you collect industry-based knowledge, reach new customers and build your brand. But those benefits come with their fair share of legal risks. You need a comprehensive social media policy to guide employees on your expectations about their online behavior, especially when that conduct occurs in the name of the organization.

Can we be liable for religious bias if we require a job applicant to cut his hair?

10/04/2010

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

With Cyber Monday looming, it’s time to reinforce your Internet policy

10/01/2010

The day after Thanksgiving has come to be known as Black Friday, when hordes descend on malls to get a jump on holiday shopping. It will be followed by Cyber Monday, the day when office workers nationwide clog company servers with a frenzy of online holiday shopping. So now’s a good time remind employees of your Internet usage policy. A good policy emphasizes that …

When petty office squabbles boil over, take solace in one thing: It’s probably not a federal case

09/21/2010

No workplaces are perfect. Co-workers, supervisors and subordinates don’t always have others’ best interests at heart. When it comes to interoffice feuds, employees won’t find much help in federal anti-discrimination laws. Those laws don’t guarantee a workplace free of friction and ambition—just one that’s free of illegal bias.

Take 17 steps to protect your trade secrets

09/14/2010

Confidentiality agreements and covenants against disclosing trade secrets aren’t just concerns for high-tech companies like H-P and Oracle. Chances are, your organization has proprietary information and intellectual capital that it wants to keep away from competitors. Here are tips on how to do it the right way.

How to comply with your new union posting requirements

09/14/2010

Final rules are now in place for enforcing new rules requiring all federal contractors and subcontractors to notify employees of their rights under the National Labor Relations Act. If you do any business for the federal government, as either a contractor or subcontractor, here are the steps you need to take to comply.

EEOC takes on ‘Cheaters,’ settles harassment case

09/09/2010

The Dallas-based owners and producers of the “Cheaters” syndicated television show—which highlights cases of sexual infidelity—have agreed to pay $50,000 to settle an EEOC sexual harassment lawsuit. Among the allegations: Two female office assistants were subjected to sexually explicit remarks and unwelcome touching by the company’s owner and upper-management staff.

Offer several ways to complain of harassment to guard against supervisor inaction

09/08/2010

The best sexual harassment policy sets up many ways for employees to lodge complaints. Here’s why: Sometimes low-level supervisors don’t take harassment as seriously as they should. If your sexual harassment policy tells employees to complain to their bosses without offering an alternative, they could become frustrated or angry. Plus, the alleged offensive behavior could very well escalate.