Sample Social Media Policy

Businesses that don’t have a social media policy are creating a vacuum and providing no tools or direction to employees for productive ways to engage on social media. As a result, many employees will not engage at all, which is a lost opportunity for having a brand ambassador. Or, they’ll engage in ways that are…

Sexual Harassment Policy

Employers and employees understand the need to have a common set of rules at work. In fact, in some states organizations are required to draft, publish, distribute and follow a specific sexual harassment prevention policy. And even in states that don’t have a legal mandate, most employers understand that having a written policy is a…

EEO Policy

Every employer should have a written, published equal opportunity (EEO) policy that, at a minimum, broadly outlines the company’s commitment to making employment decisions on the basis of factors such as abilities and performance, rather than on the basis of factors such as race, gender, religion (or various other protected characteristics). We’ve provided a general…

Code of Conduct Policy

If you want to create a great workplace culture and a great place to work, you need to have a carefully designed code of conduct that includes your mission and values and the company story. A good code of conduct serves as a compass for the organization by stating the corporate mission, clarifying expectations for…

Wage and Hour Policy

Wage and hour lawsuits are the most common type of class actions for workplace issues. Many of the claims involve a failure to properly classify employees or the failure to establish a trusted and reliable system to capture all time worked. These issues can typically be resolved long before they become legal issues, with tools…

Anti-Harassment Letter Template to Employees

Anti-Harassment Letter to Employees

Behind every successful sexual harassment prevention initiative, there’s a strong marketing and communications plan. Unfortunately, too many organizations miss this point and instead rely on old, tired language when it comes to crafting a plan to identify and prevent misconduct that, if left unaddressed, could escalate to unlawful harassment. While every organization must put processes…