How do we rein in our staff on social media?

Q. What are the rules and laws about social media? We have employees who have generated Facebook pages with our company name. They are also posting information that we are not ready to publish—such as the opening of another store in a new city.

Drug tests: What to do about 'watered down' results?

Q. We have a couple of workers who keep getting “negative dilute” results of drug tests. Our policy is to not accept the result and to retest. Can we require the retest to be an observed collection?

Politics at work: 3 tips to limit election-year distractions

Some employers try to quell this distraction by putting a gag order on political speech. That’s not a smart move. No-political-talk policies are almost impossible to enforce, plus they can choke morale and could expose you to a lawsuit.

Bring Your Own Device policies: Risks and rewards

Employees are increasingly using their personal electronic devices—laptops, smartphones and tablets—for work purposes. The trend, dubbed “Bring Your Own Device” or “BYOD,” has redefined what it means to be “at work.” Employers jumping on the BYOD bandwagon face several challenges.

The latest from the NLRB on employment-at-will

The news from the Board is generally pro-employer, but it's time to carefully review your handbooks, applications and offer letters.

How far can I go to ban guns at work?

Q. As the owner of a Texas company, I want to institute a policy that strictly forbids employees from bringing guns to work—both into the office building and in the parking lot outside. Can I legally draft such a policy?

Policies can protect you from liability for employee torts

Employers occasionally become dejected over the prospects of defending against tort and other civil claims in state courts. However, a recent case out of Houston reaffirms that employers can and do win these kinds of cases—if they have implemented the appropriate policies.

Can we ban employee appointments during work?

Q. I have an employee who is constantly scheduling appointments during work hours and having to leave. In the past two weeks alone, she missed 27 hours due to appointments. If we cannot restrict appointments outside of work, can I require documentation of appointments?

NLRB: Ban on 'inappropriate' conduct is illegal


You read that right. Soon you will recall the good ol’ days when employee handbooks could prohibit employees from having a “discourteous or inappropriate attitude or behavior.” The NLRB in April ruled that such language was too broad and could possibly deter employees from discussing their pay or working conditions with colleagues.

Setting a smart and legally sound attendance policy: 8 do's and don'ts

You can avoid legally dangerous disciplinary mistakes by ensuring that supervisors understand the following do’s and don’ts.

How your handbook may violate the NLRA

The National Labor Relations Act guarantees employees the right to discuss working conditions and organize. The language contained in your employee handbook can put you on the wrong side of the law.

Employers crack down on social media abuse

More than 70% of employers have disciplined employees for misuse of social media. Daniel Ornstein of the Proskauer law firm outlines ways to stop the headaches before they happen.

What to do when a co-worker dies

It would be futile for ­managers to expect the colleagues of a deceased employee to go about business as usual. Here’s how HR should respond.

What do we need to know before implementing a mandatory dress code?

Q. Are we free to institute any mandatory dress code that we’d like?

Your 'no personal use of email' policy may soon be prohibited

Under the Obama administration, the NLRB has rolled out a series of pro-union, pro-employee decisions that place new limits on employers’ workplace policies. Now comes word that the NLRB is considering another controversial move: banning blanket policies that prohibit workers from using the organization’s email for personal matters.
1 2 3 4 ..........151 152 Next