Companies of all sizes are implementing a Bring Your Own Device (BYOD) policy. With employees being more connected than ever and remote work becoming more common, employees and employers see many benefits from allowing employees to work from their own devices. If your company has a BYOD policy, you need to be aware of the legal, financial, security and privacy considerations that come with it.
We’re familiar with the down-sides of cigarette and tobacco use – it increases health risks, raises medical costs, and it often lowers productivity in the workplace. It’s costly for the employer and the individual smoking, so many companies are implementing no-smoking policies and even minimizing the number of smokers they hire.
We recommend implementing a zero-tolerance policy for harassment in your workplace. As we discussed in our last blog post on sexual harassment, employees should have clear guidelines on how to identify and report sexual harassment, and be encouraged to do so.
All employees have the right to work in an environment that is free of sexual harassment or any form of discrimination. Under Title VII of the of the Civil Rights Act, employers have the responsibility to maintain a harassment- and discrimination-free workplace.
A spotlight shining on the #metoo movement has made sexual harassment, a once silent offense, a trending topic in the U.S. and around the globe.
Experiencing personal health problems ranks near the top of the list of life's stressors. During difficult times, the Family Medical Leave Act often creates confusion and questions for employers and employees.
Terminations are unpleasant, but avoiding them can lead to bigger issues in your workplace, including lower morale and efficiency.
Developing policies for discipline and termination is a great way to prevent employee claims, especially when the policies are clearly communicated to new hires and maintained throughout the company.
Another preventative measure to take is to follow an objective, pre-determined disciplinary process when the need to discipline an employee arises. Work with your risk management, HR, and leadership teams to establish a mutually agreed upon process.
Awareness of the various types of employee claims will help your company prepare for any possible litigation.
Employees can make internal, Equal Employment Opportunity Commission (EEOC), or Human Rights Campaign complaints, or file a lawsuit against the employer with a formal Complaint and Summons.