5 Policies Your Organization Must Have in Place
HR staffers have never had it easy – and with downsizing and budget cutbacks, they are more likely than ever to be wearing multiple hats. With pressure to recruit well with limited resources, and manage often painful workforce fluctuations, it’s no wonder that policy-making is not at the top of anyone’s “to do” list. But employment law expert Lynn Lieber, an Austin-based attorney, says that while crafting policy is admittedly not easy, it’s something that cannot be overlooked. Here are 5 policies Leiber says that every organization must have in place, and why they are critical.
1) Social Media. This is the big one, says Lieber. Without a solid policy on social media in place, companies open themselves up to business and legal risks based on employee postings, as well increased workforce distraction and reduced productivity.
2) No Retaliation. Most people think “whistleblower”, but retaliation lawsuits have also been based on – and damages awarded to – employees who were retaliated against for things such as filing a discrimination claim, making a worker’s comp claim, or even requesting leave under the Federal Family and Medical Leave Act.
3) Data Protection/Privacy. Failure to develop a policy to secure data can open up an organization to costly damages due to a breach of customer or employee privacy. Even if you were not sued for such a breach, the costs in bad PR and lost business are often higher than a legal award might be.
4) Wages/Hours. A comprehensive policy covering these touchy issues protects both employees and employers. When the rules and regulations are clearly spelled out, there is little room for abuse by either side.
5) Confidentiality and Conflict of Interest. A policy on this should cover relationships with all clients, vendors and other suppliers. Otherwise, there can be costly fallout if sensitive competitive information is leaked, or there is even the appearance of impropriety involving an employee-vendor relationship.
There are a host of reasons why an organization has not put these policies in place: it requires input from others outside of HR, it requires employee buy-in, and perhaps most daunting, such policies need to be “living documents” that are updated as technologies and circumstances change. The upside, however, should make the effort well worth it. As Lieber reminds her clients, “I’m not into litigation. I’m into taking preventative measures to keep litigation from happening.” While there is no policy or procedure that can 100% eliminate the chances of a lawsuit happening, implementing the five policies discussed here can greatly reduce the odds that your company will be on the receiving end of unpleasant legal action.
For more information about protective policies or other workplace issues, consult the professionals at Triumph Services. With nearly two decades in the employment business, our staffing specialists are experts when it comes to HR best practices. To see how we can help you, contact us today!
