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Policies / Handbooks

The cure for FMLA pains … a Cancun vacation?

07/08/2011
Ever wonder if your employees out on FMLA leave are really sitting on a beach sipping a drink with a little umbrella in it? If you think employees are violating your policies, what can you do? One court ruled last month that you can fire such an employee … but first make sure you have the right policies in place.

Got off-site workers? Heed these 6 important legal risks

07/07/2011
Beyond choosing the right positions for telework, employers must address important legal issues before adopting a telecommuting policy. Be prepared to consider how such a policy will be affected by the Fair Labor Stand­­ards Act, OSHA, the ADA, workers’ compensation rules, privacy concerns and tax laws.

Can we ban personal cell phones at work?

07/04/2011
Q. Almost all our employees carry personal cell phones and seem to be calling or texting during work hours. Can we require them to put their phones in their lockers at the beginning of their shifts?

The EEOC, maximum leave policies and the new ADA amendments

06/30/2011
The EEOC is getting serious about helping disabled Americans. In early June, the agency held a public meeting on the use of leave as a reasonable accommodation. That move came just two weeks after the agency put its new ADA Amendments Act (ADAAA) regulations into effect.

Think twice before setting ‘English-only’ rule; courts view complaints as protected activity

06/30/2011
Don’t try to prevent employees from speaking languages other than Eng­lish at work, especially when they’re chatting among themselves. Unless you have a good business reason for banning other languages, courts will likely see the practice as discriminatory.

Switching from traditional leave to PTO? 7 questions to ask

06/29/2011
As you manage the scheduling head­­aches that come with summer vacations, it may be time to entirely reconsider how you handle employee leave. One option: Switch from a traditional time-off program to a paid time off (PTO) bank. Before you make the switch, you’ll ask some basic questions:

E is for Evidence: The HR Risks of Smoking-Gun Employee Emails

06/28/2011

Your employees may know how to physically send an email message. But have you ever taught them what should—and, more importantly, should not—be included in email? “The ‘e’ in email stands for eternal evidence and it doesn’t go away,” said attorney Mindy Chapman, author of the HR Specialist’s Case in Point blog, at this week’s Society for Human Resource Management (SHRM) conference in Las Vegas…

Violating your e-policies can be a federal crime

06/24/2011

If you’re worried that an employee or ex-employee will break into your computer network and damage the company, a new court ruling gives you more teeth to enforce your policy. And it gives employees something to think about before they commit e-sabotage.

Intoxicated and driving during working hours: How should our policy address this problem?

06/23/2011
Q. When an employee was recently injured on the job, a co-worker drove him to the hospital. On the way back to work, they were in a car accident and both employees tested positive for illegal substances. What should we consider when developing a policy to prevent this kind of thing from occurring in the future?

Keep it clean (and sober)! Ensure drug testing is uniform and fair

06/23/2011
When you offer employees a chance for drug or alcohol treatment and rehabilitation, make sure you treat them fairly. There’s nothing wrong with telling recovering employees they may be randomly tested for drugs or alcohol without notice. You can even use a “lottery” system that results in some employees being tested more often than others.