MORE LEEWAY ON
If you harbor doubts that your compa- ny’s policies pass muster under fed- eral law, you could be in for a break.
The National Labor Relations Board
(NLRB) is likely to give far less scrutiny
to employee handbooks after a general
counsel memo categorizing a range of
provisions as acceptable or problematic.
Civility rules that bar rude, condescending or otherwise socially
Policies banning disloyalty, nepotism or self-enrichment.
Prohibitions on disruptive behavior
No-photography and no-recording
RULES WARRANTING NLRB
Provisions regarding disparagement
or criticism of the employer.
Policies regulating use of the company’s name.
Restrictions on speaking to the
media or third parties (when not on
the employer’s behalf).
Policies banning of-duty conduct
that might harm the business.
Any policy requiring confdentiality
regarding wages, benefts or working conditions.
“Many employers felt a real tension
between policies designed to encourage a positive working environment
and fear that these policies could
be wrongly interpreted as denying
employees the right to collectively
bargain,” said Nancy Hammer, vice
president, regulatory afairs and judicial counsel with SHRM. “The NLRB’s
new guidance on handbooks provides
helpful parameters for employers.”
―Allen Smith, J.D.
ARE ‘GHOSTING’ HR
Ever had a great candidate who didn’t respond to your calls, texts and e-mails about a job
ofer? Had a new hire who never
showed up to work? Or had an
employee walk of without a word,
never to be heard from again?
You were “ghosted.”
This type of behavior has left many
HR professionals and hiring manag-
ers bafed. But job seekers and work-
ers are in the driver’s seat in today’s
labor market, with more openings
than there are unemployed people.
That’s one reason why no-shows and
mysterious disappearances from
work are happening nationally across
a wide range of industries.
‘THE TABLES HAVE TURNED’
“For years, candidates anxiously
awaited responses from employers
after meticulously preparing their
resumes and cover letters, attending interviews and then—cricket
sounds—nothing,” said Susan
Hosage, SHRM-SCP, senior consultant and executive coach for
OneSource HR Solutions in
Wilkes-Barre, Pa. Recruiters dodged phone calls
and deleted messages
from candidates who
wanted to know their
“Now, the tables
have turned,” she
have been ghosting applicants for
decades, so I’d say
turnabout is fair
play,” said Peter Cappelli, professor of management and education
at The Wharton School at
the University of Pennsylvania—and director of the
school’s Center for HR.
JOB ABANDONMENT RISING
Even experienced candidates fail
to return phone calls and ignore
repeated messages from recruiters
who have extended a job ofer, Hosage says. However, job abandonment
is the biggest ghosting trend she has
seen in the past decade.
“In the past … the practice was so
uncommon, managers were genuinely
concerned about an accident or family
emergency when an employee failed
to report. Today, it is so incredibly
common for employees to stop showing up” that managers don’t even give
it a second thought, she said.
Workers may ditch their job with-
out any notice because they lack a
sense of loyalty or obligation to the
company or its managers, Hosage
said. Or it could be because of “a gen-
erational trend to avoid confict.”
Whatever the case, ghosting is
becoming more common. And if
you think that’s rude, “well, now you
know how candidates feel,” Cappelli