Review Your Employee Handbook Has it been updated to include changes in the law? Does it reflect changes in company policies? The handbook is a powerful document. It helps establish and therefore should be consistent with the culture of your workplace. Any disparities between the handbook and workplace practices may be held against the employer.
Review Job Descriptions Do they still accurately describe the essential job functions and reasonable expectations for the relevant position? Updated and accurate job descriptions can be critical when facing Americans with Disabilities Act (ADA), Fair Labor Standards Act (FLSA) or other discrimination claims.
Review Employee Classifications Make sure that all employees are treated as non-exempt for overtime purposes unless they fit into a recognized exemption. Lawsuits alleging employees are being misclassified as exempt or as independent contractors remain a source of litigation for plaintiff attorneys.
Review Your Social Media and Electronic Communications Policies Make sure your policy addresses your company’s expectations regarding how employees participate in social media. In addition, make sure your policies reflect your expectations and policies regarding harassment, confidential information and other acceptable communications.
Review Attendance And Leave Policies The ADA and FMLA are implicated by seemingly innocuous language regarding leave, leave without pay, medical documentation and accommodations. The Equal Employment Opportunity Commission (EEOC), the Department of Labor (DOL) and plaintiffs’ attorneys will pursue claims of discrimination or failure to accommodate.
These a just a few resolutions to help get 2013 off to a good start. If you have any questions or would like assistance with your review, contact me or visit my website.
No comments:
Post a Comment