Employers should not expect complete confidentiality, as that may infringe on NLRA rights.
- Descargar webcam xxx gratis android
- Adult dating sex video
- Chatforfree granny
- Adult video dating free couger
- dating a nice guy but
- Sex chaht mit milf gratis privat
- decent dating headline
• Make clear that employees will not be retaliated against for raising claims of discrimination or harassment?
• Guarantee complete confidentiality in the reporting and investigation process?
• Require employees to keep confidential the internal investigation process?
Hager Like most employers, you probably have an employee handbook.
However, if an employee files a claim against your company – for discrimination, harassment, wage and hour violations, unfair labor practices or breach of contract – will your handbook stand up to scrutiny by a federal agency or court? Because employment laws and regulations (and agencies’ and courts’ interpretations of them) are ever-changing, it is important to review and update the policies within employee handbooks regularly, at least every two to three years.
This review process should be a coordinated effort between Human Resources, managers who know what practices are actually in place, and employment counsel.
To help you take the first step, below are some questions to ask as you review and update your handbook. Does your handbook state that an employee’s at-will status can never be changed?
Stating that at-will status can never be modified could be viewed as an infringement on employee rights under the National Labor Relations Act (NLRA). • Does your handbook list "genetic information" as a protected class?
• Do you have employees in states and/or municipalities that protect sexual orientation, and, if so, is this class included in your handbook? • Does your handbook include a catchall phrase such as "and other classifications protected by law"?