{"id":737,"date":"2017-11-22T18:46:38","date_gmt":"2017-11-22T18:46:38","guid":{"rendered":"https:\/\/bcmpayroll.com\/bcmold\/?p=737"},"modified":"2020-04-29T23:00:44","modified_gmt":"2020-04-29T23:00:44","slug":"bring-employee-handbook-date-new-policies","status":"publish","type":"post","link":"https:\/\/bcmpayroll.com\/bcmold\/bring-employee-handbook-date-new-policies\/","title":{"rendered":"Bring Your Employee Handbook Up-to-Date With These New Policies"},"content":{"rendered":"

\"payroll<\/a>If you haven\u2019t taken the time to update your employee handbook in a while, it\u2019s probably a good idea to revisit it. The world is changing quickly, and employers have considerations in the workplace that weren\u2019t issues or didn\u2019t even exist 20 years ago.<\/p>\n

Current Policies to Consider<\/h2>\n

But even if it was less than 20 years ago that you made an employee handbook, there\u2019s a good chance there are some new situations you will want to address. You don\u2019t want to have to revise your policies AFTER a problem arises. Here are some important thoughts on how to make an employee handbook that is relevant and modern.<\/p>\n

Get A Quote Today! <\/a><\/p>\n

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  1. Social Media<\/strong><\/li>\n<\/ol>\n

    Employee handbook policies regarding social media are among the newest to appear, but they can be the most important. For example, you may not be aware that the National Labor Relations Act does not allow you to prohibit employees from sharing general information like wages and hours on social media, but you can stop them from sharing trade secrets or other proprietary information.<\/p>\n

    You will also want to have clear guidelines on appropriate use of digital devices and social media sites during work hours. If there will be consequences to your employees for talking inappropriately about the job, management or staff on social media even on off-hours, this should be made clear in the handbook for the protection of both labor and management.<\/p>\n

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    1. E-Cigarettes<\/strong><\/li>\n<\/ol>\n

      Since vaping devices and e-cigarettes are not technically cigarettes, employees may be confused about company policy regarding them. Although these devices do not produce the same kind of smoke that cigarettes do, they do produce a vapor that may be irritating to other employees, so you may want to restrict their use to certain areas and hours.<\/p>\n

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      1. Background Checks<\/strong><\/li>\n<\/ol>\n

        You are entitled to do background checks on your employees, but the way you can administer background checks can change from year to year as your state passes different employee legislation. For example, Pennsylvania state agencies will no longer ask applicants about prior criminal convictions.<\/p>\n

        Your employee handbook should let your employees know how, when and what you will check regarding their background.<\/p>\n

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        1. Telecommuting<\/strong><\/li>\n<\/ol>\n

          20 years ago, telecommuting was a rare luxury afforded to employees who had special circumstances or who had earned extraordinary favor with the company. Now, thanks to the internet and the proliferation of digital devices and services, telecommuting is approaching mainstream status.<\/p>\n

          According to a recent Gallup survey, a full 43 percent of American employees spent at least some time working remotely and 31 percent of those who work remotely do all of their work offsite. Clearly, this situation requires more rules regarding telecommuting and working from home. Telecommuting issues you will want to address in your employee handbook include:<\/p>\n