Policies / Handbooks

When petty office squabbles boil over, take solace in one thing: It’s probably not a federal case

09/21/2010

No workplaces are perfect. Co-workers, supervisors and subordinates don’t always have others’ best interests at heart. When it comes to interoffice feuds, employees won’t find much help in federal anti-discrimination laws. Those laws don’t guarantee a workplace free of friction and ambition—just one that’s free of illegal bias.

Take 17 steps to protect your trade secrets

09/14/2010

Confidentiality agreements and covenants against disclosing trade secrets aren’t just concerns for high-tech companies like H-P and Oracle. Chances are, your organization has proprietary information and intellectual capital that it wants to keep away from competitors. Here are tips on how to do it the right way.

How to comply with your new union posting requirements

09/14/2010

Final rules are now in place for enforcing new rules requiring all federal contractors and subcontractors to notify employees of their rights under the National Labor Relations Act. If you do any business for the federal government, as either a contractor or subcontractor, here are the steps you need to take to comply.

EEOC takes on ‘Cheaters,’ settles harassment case

09/09/2010

The Dallas-based owners and producers of the “Cheaters” syndicated television show—which highlights cases of sexual infidelity—have agreed to pay $50,000 to settle an EEOC sexual harassment lawsuit. Among the allegations: Two female office assistants were subjected to sexually explicit remarks and unwelcome touching by the company’s owner and upper-management staff.

Offer several ways to complain of harassment to guard against supervisor inaction

09/08/2010

The best sexual harassment policy sets up many ways for employees to lodge complaints. Here’s why: Sometimes low-level supervisors don’t take harassment as seriously as they should. If your sexual harassment policy tells employees to complain to their bosses without offering an alternative, they could become frustrated or angry. Plus, the alleged offensive behavior could very well escalate.

Cut slack on notification requirement when emergency clearly signals FMLA need

09/08/2010

When it comes to FMLA leave, many employers have internal procedures that are somewhat stricter than those specified in the FMLA. That doesn’t mean, however, that employers shouldn’t be flexible under emergency circumstances. Holding an employee to an impossible requirement won’t fly with courts.

Moonlighting on company time: Can we get tough?

09/02/2010

Q. One of our employees has received glowing reviews for 10 years, but she’s been working on her personal business on company time for the past two years. The employee’s supervisor never addressed this issue in writing, and now her new supervisor wants to fire her without any documentation or counseling. Can the supervisor do this without any expectation of “trouble” from the employee?

Does your employee-only restroom policy violate code?

09/01/2010

Issue: Many states require organizations to allow public access to their restrooms.
Risk: You, like many employers, may be unaware of this code. One complaint can trigger a fine and …

Back to school–with your office supplies?

08/31/2010

In this week’s HR Specialist Forum, a reader asks a question we never expected: What should she do about an upsurge in office supply pilferage that seems to coincide with back-to-school season? Here’s an idea for starters: Institute a policy saying it’s wrong to steal stuff!

Positive drug test? Get worker to admit drug use, too

08/27/2010

Here’s a step you can take to guard against challenges to your drug-testing procedures. When you tell an employee he failed the test, get him to admit he used drugs. That can ensure he doesn’t receive unemployment compensation.