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Amazon’s productivity quotas, which have provoked legal backlash from policymakers in California ), a crucial factor of productivity often goes unrecognized. Productivity is often recognized by businesses as a key organizational metric. More specifically, communicatory habits or norms (e.g.,
In this article, we will: Provide links to federal guidelines on the topic Consider possible pros and cons of requiring vaccines for employees Outline four common approaches Explore exceptions employees may seek to vaccination mandates Identify five potential legal issues related to the topic. Incentivizing vaccines. Recommending vaccines.
Because public health conditions can change rapidly, it’s critical for employers to know: How to help protect employees and customers How to continue business operations during a pandemic How to rely on official sources to stay informed How to manage and mitigate organizational risks How to navigate potential legal issues that may arise.
When employers are – and aren’t – legally allowed to limit political discussions in the workplace. Check with your legal counsel to confirm whether the locations where you operate are among them. When in doubt about what’s legally allowed, seek outside counsel from your legal team. That’s fine.
Using a handbook to support HR compliance is important because it helps mitigate risks that could potentially lead to costly legal action in the future. Communicates company policies and expectations. At a minimum, they expect clear communication and fair treatment that meets legal requirements. Minimizes risks.
There are many nuances about noncompetes from their legal enforceability to employee perceptions about them that you need to carefully consider. Given this enforcement climate, it’s wise to check with your legal counsel early on to see how enforceable a noncompete would be in your location and industry. Legal counsel.
Fear of making mistakes, appearing foolish or facing criticism can hinder communication. With the rise of digital communication, these challenges have only multiplied, making developing strong communication skills more crucial than ever. Think Faster, Talk Smarter offers strategies to help you communicate effectively on the fly.
With this massive major demographic shift on the horizon, it’s a smart move for businesses to stay up to date on legal protections offered to caregivers and develop a plan that offers support for caregivers. When making decisions regarding workers with caregiving responsibilities, their rights and your legal obligations should be top of mind.
Managing compliance and risk > The company adheres to all applicable laws in a constantly evolving legal and regulatory landscape, which reduces exposure to legal issues and saves the organization the time, money and resources associated with audits, investigations and fines.
States and municipalities have differing laws on what your business is legally required to do – or cannot do – in dealing with employee absences. As flexibility gains more widespread acceptance in the workplace, good communication is a must. DO: Foster a workplace culture where people communicate openly and trust each other.
This article will support you through the process of ending your working relationship with a longstanding independent contractor, helping you: Communicate and address any performance issues Understand the legal risks of ending a freelance contract Apply HR best practices when terminating a contractor agreement.
Simply put, managing up is about fostering mutual trust and respect , and developing a system in which you and your manager can communicate honestly and transparently. Communicate more effectively and frequently with their managers, and have more certainty about their manager’s expectations and opinions of their performance.
Legal exposure When writing company policy or creating any documentation with legal ramifications, it’s important to ensure that all information obtained from an AI tool is accurate and up to date – otherwise, it could expose your company to liability. Communication with employees Remember those employees who feel threatened by AI?
This will help you to be more objective and fair in demotion conversations and can help protect you against legal action by disgruntled employees. 4. Communicate with impacted parties. Legal considerations to watch out for. Therefore, you need to take certain steps to reduce your vulnerability to legal actions by employees.
With varied forms of legalization in effect throughout 26 U.S. From medicinal marijuana to outright legalization, employers across the country are scrambling to create effective drug-testing policies that don’t violate ever-changing state laws or crush bottom lines. Is drug testing right for your business? Review your policy.
If your military employee deploys for weeks or even months, your company is legally required to hold their job for them for the duration of the deployment. Communicate this to the rest of the team to avoid any misunderstandings or resentment stemming from lack of knowledge. Communicate about deployment and return dates.
At worst, you might be setting up your company for legal trouble. Procedures for internal communication of positions before a public announcement. Managers and hiring decision makers should be trained on hiring and promotions, including legal requirements. Communicate clearly and often . It’s all good. Not so fast.
However, one of these legally sound reasons must first exist: Documented seniority systems. If your company is found liable, you may have to pay the complainant’s legal fees, too. Before beginning any comprehensive analysis of your pay practices, you may want to consult with legal counsel. Document and communicate.
Benefits administration: I nvolves enrollment, communication, and reporting functions related to benefits packages that attract and retain top talent and reinforce that your company cares about its people. PEOs have compliance specialists who keep up with the evolving legal landscape. Align HR activities with company goals.
Essential elements of the return-to-work process: Communicate the process and all expectations in writing to the employee at a designated time before they’re expected to return. Ensure compliance with all relevant HR documentation and legal requirements. However, the return-to-work process certainly could be its own policy.
When it comes to posters about safety procedures, complaint-reporting processes or government notices, there may be possible legal ramifications for not putting the poster’s language into practice. While there may be no legal problems associated with ignoring these ideas, doing so could cost your organization in other significant ways.
The NLRB has now ordered Home Depot to rehire Morales based on the legal right U.S. ” As a legal scholar who has studied issues of race in the workplace for more than 20 years, I believe the Home Depot decision establishes an important precedent for workers who express broad concerns about systemic racism.
Clearly communicate expectations. Use this in addressing things like, attendance, communication and other behavioral issues. Also, contact your legal counsel or HR representative to ensure your case is supported, justified and sound. I know what you’re thinking – documentation takes time. Time you don’t have.
We dive into the art of consulting, particularly how to effectively communicate with executives and business leaders—a skill that’s often emphasized but rarely taught in depth. 00:02:53 Krystina Moustakis Communication about how they can do that or the way that their job is going to be different. 00:00:00 Ben Butina, Ph.D.
That’s protected speech since pay relates to your terms and conditions of employment and is legally allowed, no matter how uncomfortable it makes management. You’re also within legal boundaries to stop any disruptions that affect customer service or the team’s overall performance. Make sure your hiring managers know this.
All of this helps you treat employees equitably and avoid legal problems down the road. Be legally compliant. Be easy to communicate and explain to employees. Pay equity is often mandated by state law, so maintain awareness of your company’s legal obligations. Communication capabilities of the organization.
From cultural integration and effective communication to change management, don’t forget the human side of the merger. Build a communication plan. Just as critical as planning for culture fit is the need to communicate throughout the merger process. How will you communicate each piece of information?
The upside of a severance package is that it affords your organization some legal protections. Work with your legal representatives to ensure your severance agreement language is in full compliance with the states where you operate and where your employees work. The reason to not offer severance pay is usually financial.
Even if it’s not a formal one, you’ve probably communicated your expectations regarding how employees should dress in some form or fashion (no pun intended). The good news is, dress codes and grooming policies are generally considered legal, as long as they’re not discriminatory. Does your business have a dress code policy?
Business leaders need to take appropriate measures to protect their companies from disgruntled employees or, in some cases, adverse legal action. Even if the employee has no legal footing, they can still develop a negative attitude and resentment toward the company. Communicate regularly.
Timing is critical, with small windows to conduct due diligence and communicate any changes to employees , shareholders and customers. This lack of planning leads to poor communication, employee distrust and culture clashes, which all contribute to employee turnover. How will these changes be communicated to the workforce?
This ensures that you have pre-existing communication and relationships with qualified, desirable employee prospects, rather than starting the recruiting process from scratch each time the company needs to fill a new role and address a missing skill, or when the company needs to grow rapidly.
A company may be an inanimate legal entity, but it’s made up of humans and behaviors. Ideally, your steering committee includes professionals who specialize in CSR as well as marketing and communications. False information can damage your company’s credibility or put your organization at legal risk. Write the report.
For employers, costs from workplace sexual harassment may include: Legal expenses Higher rates of employee turnover Increased absences and reduced productivity Negative impacts to the company’s brand reputation and culture. Communicate formally that sexual harassment will not be tolerated. Organizations, too, can pay a hefty price.
Long ago, child labor was common and legal. At the turn of the last century, workers had few legal protections from wage theft or unsafe working conditions. Some states have legalized only medical use, while others have decriminalized or legalized recreational use. Legislation and unions helped change that.
Meanwhile, with so much information that must be documented for compliance reasons, it’s easy to skip formalizing procedures that don’t legally require documentation. Training happens, expectations are set, and procedures are introduced – but none of these things are written down. Employment often ends when we least expect it.
You should always: Consult with your trusted HR or legal professional. Providing advance notice of meeting agendas (to help facilitate communication). Engage in the interactive process. Evaluate the need for accommodating individuals with any form of disability on a case-by-case basis.
Especially when it comes to technical roles, it’s important to utilize a hiring manager with adequate familiarity or expertise to communicate effectively in the candidate’s language. One of the most successful strategies in crafting an effective job offer is staying in tight communication with the team.
No matter what, you must commit to open communication , transparency and active listening with employees. Management of employee relations Even with an HR outsourcing partner on your side, you’ll never relinquish your identity as the leader or the special connection that exists between you and employees.
But by ignoring your employer responsibilities to employees, you could cause a rift in your workforce and create potentially costly legal battles. You’re not sure what to do now to correct the situation and keep yourself out of legal hot water. Here are seven scenarios where a PEO can come in handy. Then you can begin to bridge them.
Failure to comply incurs considerable legal and financial repercussions for the company. Given the many factors to consider, however, it’s advisable to consult outside legal counsel to ensure your organization is fully compliant. Because the law is federal, businesses across the U.S. must comply with WARN Act regulations.
When and how should you communicate with them? Here are some guidelines for effective communication with employees on leave to sustain your relationship and maintain a good employee experience. There are no legal requirements to keep in touch with workers while they’re out on leave. If the leave is unplanned.
For instance: Relationship and marriage issues Parenting and family issues Grief resulting from the loss of a loved one Stress management Emotional distress or trauma Financial issues Legal issues Wellness and nutrition Workplace changes Substance abuse. Communicating with your staff about an employee assistance program.
However, when your employees are operating a company fleet vehicle or driving on official business, that assumption can open the door to potential safety incidents and legal liability. As times and laws change, you must update your policy to weigh in on the use of substances that may now be legal.). Company cars or personal vehicles.
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