The Newsletter for Law Office Managers
The purpose of this policy is to establish guidelines for maintaining a comfortable and productive work environment for all staff and clients by regulating the temperature in the law office. By implementing this office temperature policy, the law office aims to maintain a comfortable and productive work environment for all staff and clients. Consistent communication, monitoring, and maintenance of the HVAC system, and accommodating individual needs will contribute to the success of this policy.
Why you need this policy:
Acts of violence perpetrated in the workplace have become a major societal problem. In many places, homicide has become the leading cause of workplace fatality! In addition to tragedy, failure to safeguard your workforce from the risks of violence—whether from co-workers, clients, or outside third parties—can expose your law office to significant liability under negligence and other laws.
Why you need this form:
At first glance, a leave-sharing program appears to be a win-win-win solution for employer, donating employee, and receiving employee.
But despite all of the positives, employers need to be careful when implementing a program like this to avoid some potential administrative, managerial, and tax problems.
Why you need this model policy:
Establishing a formal policy for employee resignation will help ensure that staff transitions go smoothly; the firm treats employees fairly and consistently; and legal requirements are followed.
Why you need this model policy:
Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment.
Why you need this policy:
From time to time your law firm may wish to recognize staff members’ milestones, achievements, and/or special occasions.
Mere tolerance of religious differences in the workplace isn’t enough. Federal and state discrimination laws also require employers to take affirmative steps to accommodate…
Far from eliminating workplace harassment, telecommuting has only caused it to morph into digital forms. As a result, law offices and other employers need to tweak their harassment policies to deal with the new face of harassment. The virtual meeting, in particular, has become the digital age version of the holiday office party where employees feel emboldened to do and say things they wouldn’t dream of doing and saying to co-workers in-person. How do you crack down on this behavior? The starting point is to implement a Code of Conduct Virtual Meetings. Here’s a template you can adapt.
Although courts have yet to weigh in on the issue, guidelines from the US Equal Employment Opportunity Commission and other regulatory agencies indicate that employers may implement vaccine passports if they perform a workplace assessment and determine that limiting entry to the vaccinated is a necessary health and safety measure to prevent an imminent risk. Employers must also ensure that their passport policies comply with anti-discrimination and privacy protection requirements. Here’s a Model Policy that you can adapt for use at your own medical office, depending on the workplace-specific circumstances involved.
Letting employees telecommute poses significant operational and management challenges to employers, not the least of which is ensuring that employees are actually doing their jobs and meeting expected productivity standards when working from home. Software, apps and other monitoring technology can go a long way in meeting this goal; but it can also get you into hot water under privacy and other laws. The best way to manage privacy liability risk is to include specific language in your telecommuting policies and arrangements that provides for monitoring. The idea is to let employees know exactly what you’re going to do and how, and ensure they don’t have reasonable expectations in the information collected. Here’s some model language you can adapt for your own use.
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