GreatWork Blog

Building better workplaces through compliance, culture, connection

Have you ever had a situation where you’ve observed an employee stumbling or weaving as they walk, or perhaps slurring their words, and wonder if the employee may be inebriated? In situations such as these, you may consider sending the employee for a drug and alcohol test based on your reasonable suspicion that the employee is under the influence.  Hence the term “Reasonable Suspicion Testing.”

If you currently have policies to prevent the use of social media in your place of work, it might be time to start thinking of ways to incorporate, rather than restrict, the use of social media in your offices. 

Essentially, unless the business is exempt, or qualifies for a limited-duration hardship waiver, employees in manufacturing environments are only allowed to work up to 55 hours a week, with a maximum of 60 if they sign a voluntary waiver, which can be rescinded at any time.

Paid time off is one of the most important ‘checklist items’ when looking for a job. One of the first questions people will ask their friends when they start a new job is, “How much PTO do you get each year?”

As an employer you have an obligation to maintain a safe workplace. When employees report to work under the influence of drugs and/or alcohol, it puts everyone at risk.

It’s the holiday party season and of course you want people to have fun and enjoy themselves. But you also want to make sure the fun is appropriate and safe.

With the 2016 presidential race heating up, employees may be more likely to engage in political conversations at work. Politics is a topic that people have very strong and divided feelings about and have great potential to offend and divide the workplace. While such talk is not illegal per se, many political topics involve protected class issues such as race, age, gender, and religion which do create legal implications.

If it’s been more than a year since you’ve given your employee handbook a thorough read, chances are it’s already out of date. I don’t know too many people that jump up and down about the prospect of updating their employee handbook (except some people on our staff), but here are a few tips to help get you started.

Starting January 1, 2016 Oregon’s mandatory sick leave law will take effect requiring employers to provide protected (and paid for employers with 10 or more employees) sick time away from work. By protected, we mean you cannot discriminate, retaliate or in any way use the absence against the employee.

Effective August 2, 2011 employers with six or more employees are required to provide leave and safety accommodations to employees who are victims of harassment. 

It’s time to make sure your internal hiring practices are dusted off and up-to-date. Studies show that companies that provide employees with opportunities to learn and grow have higher employee retention and satisfaction. A structure and well communicated internal posting and hiring process is the key to success.