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Policies / Handbooks

Safety trumps faith: Feel free to ban religious garments if they pose a workplace hazard

08/25/2010
Employees have the right to wear religious garb to work, within limits. Under most ordinary circumstances, for example, Muslim women should be allowed to wear head coverings if they hold the sincere belief such coverings are required of their religion. But if the head covering presents a safety issue, chances are an employer can ban the covering.

Take advantage of delay on N.J. medical marijuana law

08/25/2010
New Jersey’s new medical marijuana law won’t take effect until next year, a last-minute move that has implications for employers with policies concerning employee drug use. Take advantage of the delay to ensure your drug-abuse policies are aligned with the new law. If an employee can legally use medical marijuana, how will you enforce your legitimate interest in maintaining a workplace where safety isn’t compromised by intoxicated workers?

Is it time to ban swearing in the workplace?

08/25/2010
Should you establish a zero-tolerance ban on swearing in the workplace? It’s probably not realistic and you may set yourself up for discrimination claims if you clamp down on one employee’s slip-up but not another’s. Instead, establish more general rules that say offensive language and other disrespectful conduct are not permitted, and violators will be subjected to the discipline policy.

Feds finalize I-9 form rules allowing electronic storage

08/24/2010
DHS has issued final regulations clearing the way for employers to electronically sign and store the I-9 employment eligibility verification forms that must be on file for all employees. Here are the links you need to capitalize on this initiative, which should reduce your paperwork burden.

Health care reform: Mark your calendar with these milestones

08/24/2010
When President Obama signed health care reform legislation in March, the clock started ticking on a series of changes that HR professionals will be dealing with for at least the next eight years. Here’s your timeline of what to expect.

Illness won’t bar unemployment; violating call-in policy may

08/12/2010
Employees who are terminated because they become ill and can’t meet attendance standards can still collect unemployment compensation benefits. But employees terminated because they didn’t follow call-in policies can’t. That’s misconduct, which bars receiving benefits.

Don’t ban staff use of social media–exploit it

08/11/2010
Matt Kaiser, VP of NAS Recruitment Communication, encourages employers to create policies and procedures to help employees take advantage of social media. “Your employees are going to be the best way to build your powerful employee brand,” said Kaiser. “Give employees advice on what to do—not just what not to do.…”

Supreme Court expands time to sue over policies with disparate impact

08/06/2010
There may be a ticking time bomb lurking in your employment policies and practices. It may go off at any time, when you least expect it. During its most recent term, the U.S. Supreme Court unanimously ruled that employers can be held liable upon the use of employment practices that have a disparate impact on employees, no matter how long ago the challenged practice was adopted.

Waiver in handbook prevents contract formation

08/06/2010
Make sure your employee handbook includes a disclaimer specifying that the handbook is not a contract. Then have employees sign that disclaimer, acknowledging that they’ve read it. That way, you won’t accidentally create an employment contract.

Philly firefighters settle suit over racist web posting

07/27/2010
A group of black Philadelphia firefighters known as Club Valients and the NAACP have settled their lawsuit against the city of Philadelphia concerning racist comments that appeared on the web site of International Association of Fire Fighters Local 22.