Policies / Handbooks

A hairy problem: Cut biased grooming rules

01/03/2014

Here’s a warning about general grooming standards and disciplining employees over their hairstyle choices: Make sure you apply the same standards to all employees and don’t end up forbidding members of a particular protected class to wear hairstyles that are OK for other workers.

Adding an arbitration agreement? Make it retroactive

01/03/2014

Are you considering adding an arbitration agreement to your terms and conditions of employment? If you do, make sure the contract includes a retroactive clause that makes arbitration the remedy for past complaints, too.

Deflecting Cupid’s arrow in an environment shaped by #MeToo

01/01/2014

With Valentine’s Day on the way, now is an excellent time to reexamine sexual harassment policies.

Want to stay out of court? Here are 10 basic rules HR must follow

01/01/2014

While lawsuits may be practically inevitable in today’s litigious society, losing them is not. Use the following 10 rules to prevent the most common employment-related lawsuits—or at least increase your chances of winning them.

Workplace lexicon: Head shunting

12/25/2013

“Head shunting” defined: Secretly hiring a head hunter to woo an ineffective employee and shepherd him or her through a job search culminating in placement elsewhere.

Wrap up 2013 right: What to check in your annual HR policy review

12/23/2013

Now’s a good time to review employment policies and practices in light of the government’s aggressive efforts to enforce employment laws. To ensure compliance, review your policies and practices in all these areas.

Use formal hiring and promotion process to protect against discrimination suits

12/18/2013

Job-seekers who know how to apply for open positions can’t claim discrimination unless they can also show they followed the process. At the same time, a standard process lets employers track applications and easily show a judge why someone didn’t get the job she sought.

PTO banks take off

12/12/2013

Paid time off—vacation, sick and personal days all in one plan—is now the most common form of paid leave.

Factor disabled employee needs into planning for natural disasters

12/10/2013

When disaster strikes, smart employers have contingency plans in place to keep the business running. Such plans need to account for the kind of emergency facing the organization—and how it will handle the needs of disabled employees during and after the disaster.

Best defense against bias suit: consistency