Proving a negative is the most difficult position for an employer, and, often, the most expensive for an employer to defend.
Before you send that next email or memo requiring employees’ presence at a charitable event, don’t, unless you want to pay employees for their time.Read More
Social media has the ability to turn a forgotten event into a viral nightmare. Certainly there are instances when you will have no choice but to fire someone for something posted online.Read More
A effective anti-harassment policy provides multiple avenues for an employee to complain. Otherwise, an employee will feel powerless if the person to whom a policy directs her to complain also happens to be the alleged harasser.Read More
Don’t let anyone in the chain of hiring view candidates’ social media profiles. Train an employee who is insulated from the hiring process to do your social media searches.Read More
Employees have an absolute right to discuss with each other how much they make. It is illegal to have a policy that prohibits wage discussions, or to fire an employee for engaging in such discussions.
It is critical that you have a policy establishing rights and expectations in relation to personnel files.Read More
Treating your employees like tagged wildlife — tracking and recording their every move within the workplace — will create an work environment of distrust and apathy. Instead, you should treat all employees like professionals, and address performance-based issues as they arise.Read More
Background checks have increased over the past 12 months despite new EEOC guidelines. Background Check Hot List and Data Bank within.
Employers shouldn’t be the potty police. When an employee has to go, an employee has to go. Unless an employee seems to abusing bathroom rights, let employees be.Read More