As a firm with deep experience in several areas connected to business law, we have—in the past—discussed several common employment issues. This includes workplace discrimination, retaliation, harassment, and even wage and hour laws. Not only do these issues put your business at risk, but they can also alienate your employees.
Though you may have systems in place to address labor laws and healthcare compliance, you may not be prepared for some of the lesser-known employment issues. By understanding what they are, you will be better positioned to protect yourself, your business, and your employees.
In addition to social media becoming more integrated into people’s lives, new platforms are being introduced regularly. Regardless of whether you choose to use them, there is no denying their ability to persuade opinion and engage people.
An employee can impact your brand or leak intellectual property through a social media post, unintentionally or otherwise. As a leader, you face challenges when it comes to social media. Ultimately, you can set the standard for social media use. Their behavior, even when they are not working, may still have an impact on your business.
That said, you cannot infringe on an employees’ rights. You can prevent an employee from discussing or expressing things about the company—such as working conditions—that overstep your bounds and inhibit their rights. When creating your employee handbook that outlines your expectations, have an attorney review it. Illegal contacts aren’t enforceable. And you may be exposing yourself and your business to litigation.
For employers who drug test and have policies against drug usage, marijuana can be a challenging issue. In Minnesota—and in some other states—there are laws protecting people who have medical marijuana cards. Even if they fail a drug test, you may not have an avenue for recourse.
Though states have taken action and legalized it, it remains illegal on a federal level. In addition to that, some states have approved it for recreational and medical use. The key is to learn and understand the laws within your state. An attorney can advise you about your scope of power. This allows you to create an enforceable code of conduct that will enable you to terminate and hire appropriately.
For over a decade, Neve Webb has represented clients for a wide variety of business law needs: employment issues, formations, fraud and liability, and more. If you have any further questions or are ready to speak with an attorney, contact Neve Webb to schedule a consultation.
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