When Was The Last Time You Updated Your Employment Policies?

Much has changed in our workplaces over the last few years. It is safe to say our employment policies likely need a refresh. If you have not had the opportunity to update your employment policies lately (thank you COVID-19), now might be a good time to do so.

Employment policies serve several important purposes in your workplace. First, they educate your employees about your expectations, rules, and procedures. Second, they inform your employees about their legal rights and outline your commitment to protecting those rights. Third, they can be used in a legal proceeding as a critical part of your defense to show your compliance with the law and that employees are on notice of these expectations, rules, and policies.

The challenge, of course, is that employment law is always changing, both at the state and federal level. Additionally, the current General Counsel to the National Labor Relations Board (NLRB) seeks to reverse NLRB law on handbook policies, particularly those pertaining to civility, media communication, confidentiality, and non-disparagement. Given the current makeup of the NLRB, many reasonable employer policies are now under attack. It is only a matter of time before the NLRB finds that an employer’s reasonable rule in one of these areas is unlawful – a ruling that would apply to all employers, even those without unions. Now is the time to determine whether policies that may have been relaxed during the Trump Administration should be tightened back up.

If your employment policies are out of date, you may not get the full benefit you expect from them in a legal proceeding. Moreover, your employees may not have accurate and current information about their employment. KZA attorneys can help refresh your employment policies so that you get as much protection as possible from them. If you would like to update your employment policies or employee handbook, please contact a KZA attorney. 

KZA Employer Report articles are for general information only; they are not intended and should not be construed to be legal advice. Reading or replying to such articles does not establish an attorney-client relationship. In addition, because the subject matters and applicable laws discussed in Employer Report articles are often in a state of change and not always applicable to every type of business entity or organization, readers should consult with counsel before making decisions based on the same.