Employment Law Basics for Club Operators: Employment Policies
Find the information you need to develop your employment policies.
If you are looking to learn more about the basics of employment law, you have come to the right place. It is essential to your club’s success that you find and retain good employees. It can be daunting keeping up with the constantly changing laws and regulations regarding employment, and as a club operator, you need to be aware of your legal responsibilities.
That’s why we are going to take a look at some commonly asked employment policy questions and include some examples in this briefing paper. For instance, do you have the right to screen applicants or employees for drug use? Yes, you do. However, former drug users are protected under the Americans With Disabilities Act, even though current users are not. If you are considering drug testing, we’ve included a list of six things you need to think about inside this download.
“Employment policies are tricky. Employers often find that policies implemented for good and logical reasons don’t stand up in court. Like the time a restaurant prohibited a food service employee from having a beard, or the time an employee was fired for tweeting about bad pay. Be informed and beware the unintended consequences of your employment policies.”
Helen Durkin, J.D., Executive VP, Public Policy
If you are wondering if you can ask employees to sign non-compete and non-disclosure agreements, or if you can control what your employees post on social media, well those are not as clear-cut as a yes or no. Both of those situations depend on different factors that we discuss in this briefing paper. These questions are just three examples of what we answer.
Now, before you download this briefing paper, it’s important to note that this document provides you with information applicable to all club operators who want to know the basics of employment laws concerning employment policies. However, it should not be considered legal advice.
If you have questions after reading this briefing paper, you can always call IHRSA to see if we have additional information, but sometimes your best next step will be to seek the advice of a qualified attorney. If it does come to that, feel free to share the briefing paper with your attorney. It could cut down on your attorney’s bill since it starts the research for them.