The New Year – 2022 – is just around the corner. Very soon, people around the country and around the world will be counting down the clock as the 1st of January approaches. The new year has always had a special symbolic significance; the new year symbolizes change, transformation, growth, renewal, etc. This is why people have traditionally developed their “resolution” when the New Year comes around. The New Year gives us the opportunity to reexamine our current situation and figure out what needs to be changed. If you’re a firm owner, you probably have plenty of items which call for a reexamination. To function smoothly, a firm needs to have all of its internal parts working together; if one part isn’t operating properly, the whole entity can be compromised. This year, you may want to take a look at your workplace policies and ensure that everything is up-to-date and functioning properly.
The Necessity of Sound Workplace Policies
Your internal workplace policies – the policies which govern internal company behavior – are an essential part of your company. These policies help guide your employees and ensure that your company doesn’t run afoul of any state or federal employment laws. Furthermore, these policies also ensure that your company performs at an optimal level. Workplace policies don’t simply cover the things which need to happen, they cover things which firm owners desire to happen. For instance, if you want to implement a “no head phones while working” policy, then you should add this to your workplace policies handbook. Workplace policies shape and mold your firm so that everyone performs at the highest level.
Anti-Harassment Policies
This is a key issue, particularly given the rise of the COVID-19 pandemic. Since the pandemic, we’ve seen a huge increase in harassment cases, especially harassment directed toward Americans of Asian ancestry. We’ve heard many stories on the news recently about employee harassment based on race. As a firm owner, you need to know that you are in charge of preventing this type of unacceptable behavior. Not only is this type of behavior morally repugnant, it is also in violation of federal employment law. An employer can be held liable if an employee is being harassed because of racial background. This is not a position you want to be in from either a moral or legal perspective.
You should make sure that your workplace policies address all types of harassment – harassment based on race, gender, sexuality, and so forth. In view of the pandemic, you should address harassment or discrimination based on race specifically in your policies; banning harassment in a general sense isn’t sufficient.
Proper Hiring Policies
In addition to addressing harassment, your workplace policies should also provide adequate guidance when it comes to hiring. Hiring practices must be consistent with federal law. This means, for instance, avoiding unlawful discrimination based on certain protected categories. Furthermore, in some cases, avoiding outright discrimination isn’t sufficient to comply with federal law; some applicants and employees may need special accommodation, such as those with certain religious affiliations or physical disabilities. As an employer, you can be required to make “reasonable accommodations” for such persons. This is precisely why you need to ensure that your hiring practices are reviewed by a capable employment attorney. Your employment attorney can review your policies to ensure that you minimize your chance of any legal violations.
Contact the Trembly Law Firm for More Information
Start the New Year off in the right direction. Review your workplace policies and make sure that your policies are as sound as possible. To learn more, contact the
Trembly Law Firm by calling
305-985-4580.
Trembly Law Firm
9700 South Dixie Hwy Penthouse 1100
Miami, Florida 33156
(305) 431-5678 
