New Year’s Resolutions for Employers

Given the number of changes and decisions over the last year, it is increasingly important for your company to make a few New Years Resolutions regarding policies and practices.  Below is a non-comprehensive list of resolutions your company can make to help the day-to-day operations of your business.

  1. Resolve to provide training for your managers and supervisors, especially in the areas which are most problematic, such as conducting performance evaluations, record keeping, and employee privacy.  Make sure that these employees are updated on any changes in the law which may affect how they do their job.  Taking these proactive steps will help ensure that mistakes by mid-level supervisors will not turn into full blow litigation.
  2. Resolve to have your employment handbook and policies reviewed for compliance with state and federal laws.  Recent decisions by the National Labor Relations Board (“NLRB”) have affected what language is deemed appropriate in policies and handbooks.  Furthermore, as other areas are evolving, such as employee’s use of social media, it is important to create and apply policies to address potential issues.
  3. Resolve to be prepared for an audit by the Department of Labor (“DOL”).  As the DOL may conduct an audit of your company merely on a whim, preparation is of utmost importance.  Make sure employees have ready access to posters displaying information on their rights regarding anti-discrimination, wage and hour, workers’ compensation, sexual harassment, OSHA, and the like.  Make sure you are in compliance with all record keeping and employee classification requirements.
  4. Resolve to know your rights regarding the new law on medical marijuana, taking effect January 2013.  While the law’s implications on employment develop, keep abreast of the information and seek legal advice before taking disciplinary action against an employee.
  5. Resolve to adequately, accurately, and consistently document any and all decisions (whether positive or negative) taken with respect to an employee.  Proper documentation will increase your chances of success if and when an incident comes to litigation.

Make and keep these resolutions with the help of any attorney at Royal LLP.  For more information regarding this topic, see the upcoming edition of Business West, for an article by Rosemary Nevins, Esq. or call 413-586-2288.

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