Professional Documents
Culture Documents
Blog (https://www.hrdirectapps.com/blog)
Having well-written and up-to-date employee policies is more than a good business practice. It also helps put you on rm legal footing. In 2018, this means
addressing gender equality issues, remote working arrangements, technology use, and drug and gun law matters.
Let’s take a closer look at the company policies every conscientious business should cover.
• Attendance and paid time off (including accrual or payouts of unused time)
• Bereavement leave
In addition to these basic policies, you’ll want to make sure your company policies address some important issues that are trending in 2018.
Although medicinal marijuana is still illegal under federal law, it is legal in 29 states
(http://www.ncsl.org/research/health/state-medical-marijuana-laws.aspx) and Washington, D.C., leaving
employers to balance drug-testing policies against legal requirements.
6) Weapons/Workplace Violence Policy
Even in states where concealed-carry weapons are legal, employers can prohibit employees from carrying weapons into the workplace premises or making
threats against other employees. In fact, under OSHA and various state laws, you are obligated to protect employees from workplace violence. Be speci c in
your policy and de ne what actions are restricted — from verbal threats to shoving — as well as the types of weapons not allowed on work premises, such as
knives, guns or other rearms. Keep in mind that, in many states, rearms are allowed in locked vehicles (https://www.parking.org/2016/01/20/tpp-2014-
03-guns-in-the-lot/) in the parking lot, regardless of workplace restrictions.
7) Anti-Discrimination/Anti-Harassment Policy
Several federal laws (https://www.eeoc.gov/laws/statutes/index.cfm) require employers to protect workers from workplace harassment and discrimination.
Today, this goes beyond the traditional language that prohibits discrimination based on race, color, national origin or gender, and it may include sexual
orientation, gender identity or age as well. Make sure your employees know that discrimination is illegal when you’re hiring, providing job assignments or
offering promotions. Clearly de ne the types of actions that are considered discrimination or harassment (including sexual harassment) and what your
policies for infractions are. Include speci c provisions for how to report behavior that violates your policies and a statement that ensures reporting such
behavior is protected.
Does your parental leave policy avoid gender discrimination? Today’s policies shouldn’t have different time-off allotments for male vs. female
bonding of a new child.
• New laws focused on family leave, marijuana use and rearms may require you to update company policies.
• Trends in new technology, device use, remote working and social media also require a closer look at con dentiality and other policies.
• Company policy statements should be clear, speci c and state consequences for infractions.
• Make sure all employees receive original (and updated) company policies for total compliance and legal protection.
Shanna supports legal research and content for the product development of next generation HR/compliance solutions at ComplyRight. Since graduating from St.
Thomas University, School of Law, Shanna has practiced law for 8 years. She is a licensed attorney in Florida and Illinois. Her background also includes B2B sales
and marketing as well as rsthand experience as a small business owner.
FUN FACT: Shanna’s all-time favorite sports team is the St. Louis Cardinals.
SUBSCRIBE
Learn the Essentials of Human Resources
Recordkeeping Through the
HR RECORDKEEPING
[REVOLUTION] Academy
Related Articles
APPS LIST
COMPANY
(/)
800.350.7259
(https://www.facebook.com/hrdirectdotcom/) (https://twitter.com/hr_direct)
(https://www.linkedin.com/showcase/hrdirect)