It’s’s prerogative to change workplace policies and rules. Courts don’t like to second-guess employers for managing their businesses as best they see fit.
But how (and how consistently) you change those rules can make a big difference in your exposure to legal liability. Make sure employees know that the new rules apply to everyone, and ensure that the rules won’t punish one group of employees over another.
Recent case: Ruth, a registered nurse at a correctional facility, filed an internal complaint alleging sex discrimination. The facility investigated and found that no discrimination had occurred.
Soon after, Ruth learned that her schedule had been changed. She filed a union grievance and the schedule was changed back.
At the same time, Ruth also learned that some workplace rules had changed. For example, she could no longer leave the facility to pick up lunch without clocking out and being charged for the ti...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Legality of new union poster faces hearing; ruling by Jan. 31
- Preparing your workplace for a possible swine flu pandemic
- Dubious request for ADA accommodation? Be prepared to document rationale for denial
- Use moonlighting, confidentiality policies to discourage outside work