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Doing it by the Book - Employee Handbooks in New Jersey

imgg.pngLike most decisions in running a business design, there's no "one size fits all" or "quick fix" when it comes to writing employee handbooks. While employee handbooks are not a requirement for all business, they can be an important preventative measure against legal violations and ensuing suits. What goes into an employee handbook largely depends on the type and size of business in question, but there's some common language, based on state and federal law, that should be in every one. Boiled down to their most basic components, employment handbooks should perform four functions: describe the expectations of employers, list the responsibilities of the employers, ensure legal compliance with applicable regulations, and provide employees with information detailing their rights. When the entire business "team" knows what's expected of them and what's to be provided by the company, uncertainty - and the threat of problems - goes down.

Bullying: Not Just For Kids

Many people believe that "bullying" stops with maturity from child to adult. But this is simply not the case. According to a study conducted by the National Institute for Occupational Safety and Health, 25 percent of companies who participated reported some degree of bullying in the preceding year. Conservative estimates from the Workplace Bullying Institute state that bullying occurs in up to 25 percent of all workplaces. More liberal estimates put that number at 40 to 50 percent. Workplace bullying is hard to manage and even identify and is a problem at every level. According to the Crisis Prevention Institute (CPI), bullying can be defined as: 

Nurses Rights in an Age of Changing Healthcare

Nurses have historically been underpaid and undervalued considering the large amount of schooling and training they require. However, with the widespread shortage in the last decade, more people have joined that profession. In 2012, the U.S. Department of Labor predicted that registered nurse (RN) employment would increase by 26 percent from 2010 to 2020. This would put RN employment at a growth rate that's higher than that of all other occupations on average. Even during the "Great Recession," employment of RNs grew by about 182,000 each year.

Controlling Technology in a Changing Workplace

It has become commonplace for employers to create employee handbooks with guidelines for workers to understand their work environments and jobs. One of the most important parts of these handbooks is how they address new technology-i.e. cell phone and internet use policy. In today's technology-dependent workplace, employers face the challenge of clearly defining this. These tools create a fine line between distraction and benefit, usually falling somewhere between nuisance and asset. For example, every text message is an opportunity to start a conversation unrelated to work, and yet a text message is likely the fastest way to communicate with a co-worker. Today's employer must address these issues and create a cell phone and Internet policy to benefit the workplace as a whole and protect your business.

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