Managers typically aren't as familiar as HR professionals with employment laws and often land organizations in legal hot water. When it comes to equal employment opportunity obligations, health and wellness initiatives, wage and hour issues, and labor relations and other concerns, a host of laws mandate what employers can and can't do. Managers need to know the ins and outs of these laws, and it's up to HR to help get them up to speed.
Posts Tagged Employment Law
Remember that time when one your high-level managers walked into Human Resources. And that remorseful high-level manager voluntarily confessed to sexually harassing a subordinate — before the subordinate had even registered a complaint — with an apology so genuine and sincere that you got a little choked up.
Yeah, me neither.
I imagine that, among the reasons that victims fear complaining about sexual harassment, is that spotlight may shine a little too brightly on them.
For the past few years, I have told the changing holiday tale of the Jewish Guy Who Wears A Chai. Together, we have taken a journey on how we can maximize the joy and minimize the myriad risks of the holiday season.
Suppose that your former employee files a Charge of Discrimination with the U.S. Equal Employment Opportunity Commission. After an investigation, the EEOC concludes that there is probable cause that your company violated one or more of the federal anti-discrimination laws that the agency is tasked with enforcing.
1. Don’t Ignore It!
Strong employment policies are crucial to any organization and should be updated regularly. Changing regulations, new case law and technology advances can quickly result in outdated, inefficient or non-compliant policies. Here are three policies that I recommend you review in light of recent events:
1. Electronic Communications Policies
Almost every HR professional deals with an attorney. With strong relationships, sometimes you will refer to the lawyer as your lawyer. Not so fast. Here are 6 recommendations to keep in mind when you deal with “the” lawyer:
Under federal and state laws (most or all), employers can have voluntary retirement programs. Of course, there is much litigation on whether and when an employee’s decision to retire is truly voluntary.
New workplace laws on minimum wage, paid sick leave, criminal background investigations and more are popping up all the time—and they don't always take effect at the beginning of a new year. HR professionals need to communicate these changes with their workforce as the laws become effective, but how often should you revise your employee handbook? Employment attorneys told SHRM Online that the answer depends on a few factors.
Federal and state legal developments over the last year brought a lot of changes that impact workplace policies and procedures, making it critical for companies to review their handbooks for compliance.
"2016 was the busiest year I can recall in this regard," said Elaine Diedrich, an attorney with Littler in Pittsburgh.
On a scale of 1-10, how would you rate your organization’s employee handbook?
On November 30, @shrmnextchat chatted with employment attorney Jonathan Segal @jonathan_hr_law about The Holidays: Maximizing the Joy and Minimizing the Risk.
In case you missed this fun and informative chat filled with great ideas for how HR to handle the Holidays, you can read all the tweets here:
You are an exhausted HR professional charged with making the holidays lively without inviting lawsuits. On the day of your company’s holiday party, you walk into the lobby of your building and see the elegant Christmas pine that you had helped decorate. As you behold it in its twinkling glory, a co-worker says, “That tree is inappropriate in the workplace.”