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Policy Development

It is critical with all the changes in regulations to examine your general employment policies. The list of HR-related laws and regulations by which employers must abide by is growing longer each year. And court interpretations of the law can add new perspectives. Even for the HR professional, it is a challenge to stay current, know the proper resources for insight or answers and implement around the do’s and don’ts of what is best for the company size, demographics and culture. As a business owner, with a focus on other priorities, the challenge is even greater. Ask yourself a few questions:

  • What questions about a particular policy keeps coming up? Are your policies vague and need to be better explained?
  • Are there new policies you need based on issues that have arisen over the last few years? Do you have a social media policy? Do you have a policy on staff relationships?
  • Are you aware of the legal compliance needed for the size of your company?
  • Have you properly communicated changes to policies and taken steps to make sure your employees: a) are aware of the changes and b) have acknowledged that they’ve received and read the revised rules?

Well written, clear policies guide your managers and employees on the practices and behaviors that are acceptable for the organization. Policy development and implementation is a core component of any risk management plan for a company. We have developed policies for review, tweaking based on your organization needs and can assist with their rollout and implementation. Here are a few:

GENERAL POLICIES AND PRACTICES

  • At-Will Employment Relationship
  • Equal Employment Opportunity
  • Disability Accommodation (ADAAA)/Genetic Information Nondiscrimination Act (GINA)
  • Non-Discrimination and Anti-Harassment Policy
  • Social Security Number Privacy
  • Immigration Law Compliance
  • Personnel Records
  • Medical Records
  • Paid Time Off (PTO)

 

HEALTH AND SAFETY

  • Incident Reporting
  • Emergency Procedures
  • Michigan Occupational Safety and Health Act (MIOSHA)
  • Emergency Closings

 

EMPLOYMENT CONDUCT

  • Courtesy
  • Handling your Knowledge about [Company Name]
  • Standards of Conduct
  • Outside Employment
  • Activities Outside of Work
  • Staff Personal Relationships
  • Performance Evaluations
  • Professional Development
  • Employee Honesty and Integrity
  • Internet and Email Policy
  • Social Media
  • Attendance and Tardiness
  • Inspection, Searches, Surveillance, and Monitoring Smoke-free Workplace
  • Drug-free and Alcohol-free Workplace
  • Separation of Employment

 

EMPLOYEE HANDBOOK
A great place to start with communicating key employment policies is through an Employee Handbook. A Handbook provides employers with a consistent means for communicating important information about the company policies and what is expected of employees. A poorly worded handbook however can be troublesome for a company if found by courts to create an implied contract. When this happens, the courts have required a company to abide by the language in the handbook. Reviewing the language of your handbook to ensure that the language is written in an understandable way that accomplishes the purpose for which it was intended. Creating and maintaining an Employee Handbook is a foundational human resource action that when done well can be of benefit to both the employer and the employee. Let us know if you need one created or updated, we will be happy to work with you to be compliant and have it customized to your organizational culture.

EMPLOYEE HANDBOOK ROLLOUT
Upon completion, we can prepare and hold employee rollout sessions to introduce the employee handbook to the employees via webinar/webcast meeting(s) outlining all key policies; answering questions and concerns; and coordinating and collecting electronic employee handbook acknowledgements.

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