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Policies / Handbooks

Your handbook could get you sued

Common handbook rules require honesty on a job application and prior approval before taking on a second job, as well as proof that any second job wouldn’t interfere with the first one. That way, you may assume you can fire a worker who lied on their application or whose moonlighting would conflict with the day job. Unfortunately, each of these handbook rules could backfire if used to justify a demotion or termination.

Draft your executive contingency plan

We live in a culture where easy access to social media networks means a single indiscretion can become common knowledge in a few hours or even minutes. For employers, this can mean being forced to react to bad publicity almost immediately. That’s one reason every employer should have a contingency plan for not just responding but also for instant, pre-authorized action.

Court orders rehiring of unvaxxed workers

Some employers are bracing for a rough flu/covid season. But should you insist that your employees vaccinate against them? That depends.

Kroger needed a policy for a rainy day

Kroger has settled a religious bias claim for $180,000. Two religious employees in Arkansas refused to wear the grocery chain’s rainbow heart logo on their aprons because they claimed the rainbow represented support for LGBTQ people and politics, which they opposed on religious grounds.

Sexual harassment: This employer did everything right

Fortunately for the defendant-employer in this case, it had an effective policy and made it available to employees (including the plaintiffs) in various ways.

Policy can end pay for unused vacation days

You cannot withhold unused vacation pay, but there’s a way to get employees to forfeit unused vacation days.

One job at a time, please

Moonlighting, or working a second job, has always existed as a feature of the after-hours workplace. But computers and remote work have brought the temptation to work two or even three jobs into the daylight.

Smile! Your business is on TikTok!

In an age when virtually every aspect of our lives is potentially captured on camera, employees uploading videos from the office was inevitable, especially if they belong to the “social media generation.” Your policies must encompass these infractions.

The case for behavioral rules

If you don’t have behavioral rules to guide employees or don’t enforce the current ones, you are missing an opportunity to discipline workers appropriately when they cross behavioral lines.

Bar offensive speech from social media

We live in the era of social media, where a shared opinion can quickly spread from a handful of contacts to millions. A post some view as offensive can have immediate consequences, turning into a public relations nightmare for the poster’s employer.