Employee Generated Content Who owns online content relating to your business created by your employees? Computer Care You rely on employees to use common sense to care for the computers they use. How is that working? Computer care expectations should be added to your handbook. Laptop Care Yes, laptops are computers. There are, however, additional tips employees 16 should follow to care for this important tool. They should be added to your handbook. Cell Phone Care Even though cell phones have been around for a number of years, misuse and abuse occur every day.
Sometimes out of ignorance. Tips advising and reminding employees how to care for phones you provide should be added.
Federal Wire Tap Act It has been believed that a standard notice to employees shielded employers from claims under the Federal Wire Tap Act a law aimed at organized crime. A new decision from the U. Adding a notice provision to your employee handbook is the least that you should do. We found a simple way to also obtain an affirmative consent from each employee that should comply with the Federal Wire Tap Act. Severance Pay You are under no obligation to pay severance pay to a departing employee.
However, in the right case, it can be a great way to prevent problems and get a release during layoffs or when terminating problem 20 employees. If you have not done so already, add a new provision making clear that severance pay is not to be expected but is instead up to your discretion. That statute appears to violate the Federal 21 Arbitration Act. One federal court has already agreed that is the case. If you can, you should comply with the Oregon arbitration agreement statute requirements.
Unfair labor practice claims, however, must be excepted. A handbook policy alone will not suffice. We, however, have found a way you can have employees agree to arbitration without disrupting your workplace. Employee Questions Would an employee claim they do not understand one of your policies after you discipline or terminate them for violating that policy? A handbook provision should be added for this very situation. Reporting Complaints Last year, we recommended comprehensive workplace complaint reporting procedures.
Of course, it is good to get early warnings of problems before they turn into serious liability risks. Thats it! Another approach, according to Henley, is to allow each employee a specified number of floating holidays most commonly two to four to use at their own discretion. Before designing or changing holiday policies, employers need to evaluate organizational and employee needs. Such policies should leave room for flexibility to accommodate varying levels of religious observance.
So what should employers do when their holiday policy is tied to government-designated holiday closings? There should be give and take with each hire. Schaffer appreciates that her employer—a firm that represents radio stations—respects her needs.
Real adults respect one another. Rebecca R. Let our Employee Handbook Builder assist you. It includes legally binding policies and the most up-to-date state and federal requirements. You may be trying to access this site from a secured browser on the server.
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We have ratings, but no written reviews for this, yet. Be the first to write a review. Best Selling in Books See all. No Work No Vacation Pay Do you want time spent on an extended leave other than vacation time to count towards vacation calculations?
If not, your handbook vacation policy can be revised. But do so carefully. Leave Terminations Employees often believe that they can not be terminated when they are on state or federal family or medical leave. Handbook revisions can help you if it ever becomes necessary at your organization to layoff or terminate an employee on family or medical leave.
Recent studies have shown the risks of driving while distracted. Revise your handbook in response to these revelations. Attendance Policy Trap You can fall into a liability trap if an employee you discipline for violating your attendance policy later claims his or her problems were 7 caused by a disability. You can head this off with a handbook revision. Identity Theft Workplace identity theft appears to be a growing problem. Chewing Tobacco Do you really need to tell employees that chewing tobacco is prohibited in buildings 10 and vehicles?
Evidently you do. Social Media Part 2 Employers have a duty to prevent and correct harassment. There is no doubt courts will rule this includes 12 online threats, intimidation, bullying and harassment. Your interest in preventing this type of conduct should be addressed in your employee handbook. The social media policy provisions discussed above must be added with the new NLRB position in mind. Until the current or a future administration develops coherent social media guidelines for employers, you should have an experienced lawyer help you walk this narrow line.
Employee Generated Content Who owns online content relating to your business created by your employees? Computer Care You rely on employees to use common sense to care for the computers they use.
How is that working? Computer care expectations should be added to your handbook. Laptop Care Yes, laptops are computers. There are, however, additional tips employees 16 should follow to care for this important tool.
They should be added to your handbook. Cell Phone Care Even though cell phones have been around for a number of years, misuse and abuse occur every day. Sometimes out of ignorance. Tips advising and reminding employees how to care for phones you provide should be added. Federal Wire Tap Act It has been believed that a standard notice to employees shielded employers from claims under the Federal Wire Tap Act a law aimed at organized crime.
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