As we enter the spring months, there are a number of things employers can do to pro-actively “spring clean” in the employment realm. Here are our top five recommendations:
- Update Or Prepare An Employee Handbook. Not only will an up to date handbook allow for more clear and consistent application of company policies, but it can also help support employers defending against discrimination or harassment claims by demonstrating their commitment to EEO and anti-harassment policies. To watch Maital Savin’s recent recording on Ten Things Employers Should Know When Updating Employment Handbooks, click here. To register for Maital’s 4/18/17 webinar, Spring Cleaning your Employment Handbook, click here.
- Conduct Sexual Harassment Training. Sexual harassment lawsuits are rampant, have high exposure and create the risk of negative media attention. (See page 1 of our April 2017 Newsletter to read our in-depth article on this issue). Employers should regularly train all employees and managers on sexual harassment to help reduce such claims and assist in their defense if such claims ultimately arise. To watch Maital Savin’s recent recording, How To Reduce Sexual Harassment Claims In Your Workplace, click here.
- Audit Your Wage & Hour Procedures. The number of wage and hour class action claims continues to rise and create significant exposure for employers of all sizes. A comprehensive audit should critically analyze whether all exempt employees and independent contractors are properly classified as such, and whether time keeping procedures accurately capture all time worked by non-exempt employees. Chicago, Cook County & Illinois employers should also pay close attention to new paid sick leave rules with which they must comply beginning in 2017. See page 2 of our April 2017 Newsletter to learn everything you need to know about the new paid sick leave laws.
- Don’t Delay: Take Prompt Disciplinary Action Where Appropriate. Employers who are not sure what to do with a problem employee, should not delay, but rather, should take prompt action, which may include discipline up to and including employment termination. Employers who are not sure if this might run afoul of the law, should consult with their HR Specialist or employment attorney. If you would like a copy of our webinar, 10 Tricky Employment Termination Questions Answered, please email email@example.com.
- Understand Accommodation Laws. With the laws on FMLA, ADA and valid leave policies constantly evolving, employers should stay up to date on their obligations under these laws. Employers should consider attending a seminar or webinar or consulting with counsel on this challenging area. For a copy of Storrs Downey’s recent presentation regarding accommodations in today’s ever-evolving workplace, please email firstname.lastname@example.org.