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The Straw that Broke HR’s Back

Stress Amid the Great Resignation

Though it’s been a rough two years for everyone, HR professionals have experienced unprecedented levels of stress. In addition to the complexities of managing workplace virus protocols, HR professionals are feeling the brunt of employee turnover as the Great Resignation continues. COVID-19’s initial disruption caused widespread job losses as companies tried to stay afloat. Then, as the virus perpetuated, employees suffered from burnout, leading to voluntary resignations in record numbers.

In November of 2021, the U.S. saw its highest quit rate since the Bureau of Labor Statistics began tracking the data in December 2000. After peaking in November, the quit rate remains significantly elevated. January 2022 brought an additional 4.25 million resignations, compared to January 2021’s 3.31 million. Yikes.    

Before we go any further, let’s take a look at the sources of our information. To develop this article, we looked at two surveys conducted last year. It’s important to note that this research was conducted prior to the introduction of the Omicron variant, which complicated things further. 

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Creating a Drug and Alcohol policy

Employees expect you to have a policy related to drugs and alcohol, but it needs to be more than the mere dos and don’ts. With increased awareness surrounding substance use and misuse, it’s important to provide a policy that goes well beyond the punishment piece. If your employees are struggling, the best thing you can do is provide them with the resources to recover. Though employees won’t be surprised to see a drug and alcohol policy in your handbook, it’s still important to define why the policy exists and how you may be able to help employees in need.

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Creating a Paid Time Off (PTO) policy

Paid time off is a popular topic, particularly when recruiting new talent. With a growing emphasis on flexibility and work-life balance, your paid time off (PTO) policy is one of the most important — and definitely one of the most read. In our series of policy creation posts, we often stress the need to provide your employees with the why that drives the policy. However, in this case, chances are that your employees are eager to read your stance on PTO. Plus, when it comes to employee culture, your PTO policy is a good indicator of what you’re all about.

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Creating an Outside Employment (Moonlighting) Policy

Now, maybe more than ever, it’s important that you create or refresh your company’s policy about outside employment (or moonlighting). As with all policies related to off-duty behavior, strict requirements will cause more harm than good. Since employees can easily — and justifiably — be turned off by a stringent outside employment policy, it’s key that you dive into why the policy is necessary.

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Creating a Dress Code policy

Though dress codes don’t carry the same clout they used to, it’s best to have a documented policy outlining employee dress expectations — even if it’s simple. Many employers have relaxed their dress codes given the increase in remote work and the desire to keep employees happy, but some environments still require them for the sake of cleanliness or safety. By documenting what’s acceptable and what’s not, your employees will know what you expect from them, leading to fewer awkward conversations. And, as with all policies, remind your employees why the dress code exists.

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Creating a Conflict Resolution policy

No matter how harmonious your workplace is, it’s smart to have a documented conflict resolution policy. This way, if or when issues do arise, they can be addressed in a consistent and efficient manner. You also want to make sure your employees understand why a conflict resolution policy benefits them.

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Creating a Social Media Policy

Social media policies used to be few and far between, but it’s now a must-have policy to include in your company’s employee handbook. With so many employees using social media on and off the clock, it’s important to let employees know your expectations. This includes letting employees know when social media usage is appropriate, guidelines regarding content, as well as how social media includes other company policies — such as those related to harassment, discrimination, and retaliation. You also want to make sure your employees understand why a social media policy is necessary.

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Creating an Overtime Policy

Every employee handbook should include the company’s overtime policy. When creating this policy, you’ll want to clearly outline which employees are eligible for overtime pay. It’s also important to communicate how overtime pay is calculated, as well as any necessary steps required prior to working overtime. In addition to explaining the policy and how it works, it’s essential that you tell employees why you have the policy in the first place. 

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Creating an Attendance Policy

When creating your company’s policy related to attendance and punctuality, you’ll want to consider several things. With the increased opportunity to work from home in recent years, it’s important to define how the policies apply to all employees — whether in the office or remote. In addition to outlining the policy and how it will be enforced, it’s essential that you tell employees why you have the policy in the first place. 

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Dumpsters subjected to trash talk

This beauty is located on N. Candler St. in Decatur, northeast of downtown Atlanta.

Did you know that “dumpster” is a generic trademark, falling into the same category as words like Kleenex or Band-Aid? In 1937, the Dempster brothers of Knoxville, Tennessee, patented a system called the Dempster-Dumpster, which mechanically emptied standardized metal containers. Over time, these metal containers were simply referred to as dumpsters, and the Dempster brothers’ brainchild became a household name.

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