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Policies / Handbooks

Address sexual harassment fast! It’s the right–and smart–thing to do

06/09/2010

When you find out that an employee has been doing things that make the work environment sexually hostile, you must fix the problem right away. The sooner you do, the less likely that an employee will successfully sue. That’s because employees have just 300 days to file EEOC charges. That clock starts ticking as soon as you start acting to clean up the environment.

What legal issues should we weigh before allowing employees to bring their pets to work

06/09/2010
Q. We run a pretty laid-back office and are considering allowing employees to bring their pets to work. Anything we should be thinking about?

Fed contractors must post labor rights notice starting June 21

06/08/2010
In two weeks, you must begin posting a new notice of employees’ rights under the National Labor Relations Act if you’re a government contractor doing $100,000 or more in business with the federal government or a subcontractor with contracts worth more than $10,000.

Don’t write a zero-tolerance violence policy unless you plan to apply it every time

06/07/2010

Many employers have adopted so-called zero-tolerance rules prohibiting any kind of violence at work. But be careful how you enforce the rule. If you ever make exceptions, you’ll be asking for a lawsuit. Instead, terminate violent employees promptly, as soon as you verify what happened.

Updating your policy, but not your handbook

06/03/2010
Q. Our employee handbook says that employees are paid for 40 hours per week as long as they put in at least 38 hours. We recently told employees that, from now on, we pay only for actual hours worked. Do we have to change the handbook, too?

The absent-minded employee: How to get absenteeism under control … legally

05/28/2010
The costs of employee absenteeism—reflected in lost production, overtime and temporary replacements for the absent worker—can add up quickly. The best way to combat the problem is with a clear policy, careful documentation, consistent application of the policy and progressive discipline.

How liable are we for an employee’s accident that occurred while he was on the phone?

05/26/2010
Q. One of our managers was talking on his company cell phone while driving when he struck and injured a pedestrian. Can the pedestrian sue the company?

What factors should I consider before firing a new employee for excessive absences?

05/26/2010
Q. We have a new administrative employee in our medical office who missed 22 days of work in her first nine weeks. She has doctor excuses for illnesses for most of the days, but my front office is a shambles. Can I put her on written warning for excessive absences? Can I terminate her?

7 elements of a social media policy that limits your liability

05/26/2010

Online social networking sites provide a variety of benefits to organizations. They can help you collect industry-based knowledge, reach new customers, build your brand and publicize your company’s name and reputation. 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.

Include contract disclaimers in your handbook

05/26/2010

If, like most employers, you use an employee handbook to manage the workplace, remember that you must ensure that employees understand that the handbook is not a contract. Do that by clearly stating that employment is at-will and that employees can be fired for any reason or no reason.