All exempt employees are expected to provide notice at least one 1 month in advance of the effective date of the termination. All non-exempt employees are expected to provide notice at least two 2 weeks in advance of the effective date of the termination. If it is necessary for Boston University to lay off an employee, the employee will be notified of the effective date of the layoff as far in advance as is practical under the prevailing circumstances.
Best practice: Never take action or implement policies that could be construed to restrict employees' rights under the NLRA. Instead, consider taking steps to better communicate information about your company's compensation program and how employees' salaries and wages are determined.
The NLRB has taken the position that an employee's use of social media to protest unfair working conditions such as unequal pay or harassment may be protected under Section 7 of the NLRA. Best practice: Draft social media policies carefully and provide sufficient details and contexts to make it clear that the rules do not infringe on protected activity.
For example, any confidentiality provisions should clearly indicate that employees' wages and other working conditions aren't considered confidential information. Probationary or introductory periods are sometimes used to assess a new hire's performance, but can lead to confusion regarding "at-will" status. At-will generally means that either the employee or the employer may terminate the employment relationship at any time, for any lawful reason. When employers use probationary periods, employees sometimes think that once they successfully complete a probationary period, they are no longer at risk for termination based upon their performance.
This misunderstanding can lead to increased risk of wrongful termination claims. Additionally, the term "probationary period" may have a negative connotation. New hires may misinterpret "probationary" to mean that they are immediately placed on a disciplinary action plan at the start of their employment.
Best practice: Whether it's an "introductory period," "training period," or "orientation period," they all generally run the risk of confusing employees about their employment status.
Instead, create a development plan, set clear performance goals, and hold regular check-ins with all new hires to ensure they're meeting performance expectations. Disciplinary action provisions should give the company flexibility to take action based on the facts and circumstances of each case. If drafted incorrectly, discipline policies may lock you into taking one course of action, such as policies that indicate a verbal warning will be given for all first offenses, a written warning for all second offenses, and so on commonly known as progressive discipline.
Best practice: Avoid policies that restrict your ability to decide what type of discipline is appropriate given the severity of the offense and the employee's history of misconduct. State that violations may result in disciplinary action, up to and including termination, and that the company reserves the right to decide what disciplinary action to take in any given situation.
Keep in mind, however, that treating employees fairly is key and similar situations and past practices should guide and impact the disciplinary action taken. The Equal Employment Opportunity Commission has taken the position that rules requiring employees to speak only English in the workplace violate federal law unless they are reasonably necessary to the operation of the business. Policies that require employees to speak only English in the workplace at all times, including during breaks and meal periods , will not likely be considered reasonably necessary.
Best practice: Employers that believe an English-only rule is reasonably necessary to the operation of their business should consult legal counsel to determine whether it is permitted. If permitted, apply the rule in limited circumstances and only when it is needed to operate safely and efficiently.
Businesses can anticipate all sorts of queries from the staff, set the general terms and conditions of the contract, address job classifications, and so on. Employee contract - Here, you need to define all the different kinds of contracts your company holds with employees. This would consist of full-time employees, those who work part-time, on a freelance, contractual, or project basis, those who intern at the organization, and seasonal employees as well.
Equal Employment Opportunity EEQ statement - If you want your business to be viewed as one that functions based on meritocracy and equal opportunity, this statement should make its way into the handbook. What is your recruitment process like? How do you source talent? You can explain all these common concerns here. Attendance - To make your attendance policy completely clear so that there is no doubt as to what is expected, businesses need to outline the guidelines.
So this section of the handbook can be dedicated to explaining all such necessary details. Diversity and inclusion policy - Ensure that your vision for diversity and inclusion is clearly stated in this section of the manual. International corporations are especially taking this aspect of workplace dynamics very seriously to the point of making it a business imperative. Data protection procedures - Since we live in an ever-evolving digitized space, employees want to know if all of their data will be kept private and secure.
As such, businesses need to take the necessary steps to ensure that protection procedures are given their importance and assure new hires of the fact. Harassment and violence policy - A strict policy that lists out everything that falls under the bracket of harassment and violence at the workplace allows businesses to provide necessary warnings while also ensuring that employees remain protected at your business.
You can also talk about the various ways in which an employee can report cases of harassment and violence to HR or concerned authorities in this section. Safety and health needs - This aspect of the workplace includes all the circumstances, processes, and procedures that fall under the safety, well-being, and health of an employee.
This section must therefore list out the guidelines that staff need to follow to maintain an environment and culture at the workplace that is safe and conducive to the mental and physical health of employees.
This section of the business manual is meant to lay out a set of rules and guidelines that allow employees to understand what is expected of them in terms of their behavior at the workplace, how their interactions with other staff, clients, and customers must be, and so forth. Dress code - If you have a specific dress code policy for work hours, you can briefly state your specifications in this section. Conflict of interest - With the conflict of interest policy in place, businesses can ensure that whenever a conflict between the organization and an employee arises, these procedures will serve as guidelines that need to be followed as a result.
Other elements that you can include in the code of conduct section could involve an employee fraternization policy, a policy regarding the employment of relatives, and procedures related to workplace visits made by outsiders. All these elements must be written in a manner that is relevant to the organization.
A sure-fire way of ensuring employee engagement, retention, and loyalty towards an organization is by rewarding your workforce for a job well done. Furthermore, compensations allow businesses to motivate their workforce while also assuring them of how valued they are by the company.
Salary breakdown - One of the main things that employees want to be completely sure of is the breakdown of their payroll. What is the mode of payment? What is the payment cycle like and when are salaries going to be credited? All these are questions you need to address in this section of the manual. Employee bonus - Bonuses are something employees always look forward to and often a motivating factor to excelling at the workplace.
As such, businesses need to outline whether bonuses are paid on a monthly, quarterly, or annual basis. Performance management - It is crucial for employees to know how your business conducts its performance management procedures for them to give it their all.
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