Deck the Halls
If their holiday decorations are within reason, 69.9% of survey participants allow employees to display them. Another 20.4% allow employees to display whatever they want. Display of nonreligious decorations is allowed by 5.7%, and 1.9% forbid employees from holiday decorating.
Along those same lines, 47.6% provide/display holiday-themed decorations in common areas at their facility, 21.9% do so only during Christmas, and 20.1% display only nonreligious seasonal decor. No company-sponsored decorations are displayed by 10.3%.
At 72.2%, almost three-quarters of survey participants host year-end or holiday parties for their employees, with 56% going off-site and 44% keeping the festivities in-house. Though 79.9% indicate they have never encountered issues such as employees’ drunk driving or inappropriate behavior, only 45.5% allow alcoholic beverages at their holiday celebrations. For those who allow alcohol at their holiday or year-end party, 37.5% provide rides home after the party.
When it comes to who gets invited to the party, 35.9% invite employees’ spouses and significant others to attend the celebration, and 54.6% invite employees only.
Is your employee handbook compliant? Find out on Friday, February 5, 2016, with a new interactive webinar—Employee Handbooks: Key Updates, Drafting Tips, and Enforcement Advice for 2016. Learn More
Though 10% (same as 2014) have yet to decide about 2016, charitable activities are sponsored by or are participated in for 64.4%. The types of activities are varied, with sponsoring a food drive topping the list and volunteer work or visits by employees during working hours trailing at the end of the list.
- Food drive, 57. 5%
- Toy drive, 57%
- Angel tree and/or adopt a family, 49.3%
- Clothing drive, 32%
- Monetary donation collected from employees, 31.8%
- Monetary donation from company, 31%
- Volunteer work or visits by employees during working hours, 22.2%
A total of 1,053 individuals participated in this survey, which was conducted in September 2015. Of those who identified themselves, 61.7% represent private, for-profit organizations, 20% represent private, nonprofit organizations, 7.5% are public sector, and 10.8% work for the government.
The majority (61.4%) of our survey respondents provide HR services to a workforce of 1–250 employees. Another 13.8% provide guidance to 251–500 employees at their organizations, and 8.4% have a workforce of 501–1,000 employees. Companies with 1,001–5,000 employees accounted for 9.8% of survey participants and organizations with more than 5,000 employees comprise 6.6% of survey participants.
Over one-half (61.3%) of the participants are in service industries; 26.3% are in agriculture, forestry, construction, manufacturing, or mining; 8.4% are in wholesale, retail, transportation, or warehousing; and 4% are in real estate or utilities.
Manager level is represented 40.5% of the survey participants, director level is represented by 25.8%, and VP or higher accounts by 13.4%. Supervisors are represented by 4.2%, and staff level account for 16.1% of survey participants who self-identified.
Holiday policies are usually covered in the employee handbook. Your employee handbook can either be a legally sound document that helps you protect yourself while making your policies clear—or a legal nightmare filled with unintentional compliance issues. How can you be sure that your handbook falls within the law while also keeping your employees productive? Fortunately there’s timely help in the form of BLR’s new webinar—Employee Handbooks: Key Updates, Drafting Tips, and Enforcement Advice for 2016. In just 90 minutes, on Friday, February 5, you’ll learn everything you need to know about keeping your employee hand book compliant and up to date.
Register today for this interactive webinar.
Want to make sure that your employee handbook works? Join us Friday, February 5, 2016, for a new interactive webinar, Employee Handbooks: Key Updates, Drafting Tips, and Enforcement Advice for 2016. Earn 1.5 hours in HRCI Recertification Credit and 1.5 hours in SHRM Professional Development Credit. Register Now
By participating in this interactive webinar, you’ll learn:
- 2016 handbook components and policies you MUST include and some you may consider
- Changes in federal laws and regulations that drive employee handbook updates
- Dress code and grooming policy updates you should make
- Social media privacy and usage policies in light of NLRB scrutiny and agency guidance
- The difference between flexible and absolute language in the employee handbook
- BYOD (bring your own device) policies covering cell phone and tablet usage
- Your obligation to make personnel records available for inspection and how to update your handbook
- How long you should keep the old version of your employee handbook
- Tips for communicating handbook changes
- And much more!
Friday, February 5, 2016
1:30 p.m. to 3:00 p.m. (Eastern)
12:30 p.m. to 2:00 p.m. (Central)
11:30 a.m. to 1:00 p.m. (Mountain)
10:30 a.m. to 12:00 p.m. (Pacific)
Approved for Recertification Credit and Professional Development Credit
This program has been approved for 1.5 credit hours toward recertification through the Human Resource Certification Institute (HRCI) and 1.5 credit hours towards SHRM-CPSM or SHRM-SCPSM.
Join us on Friday, February 5, 2016—you’ll get the in-depth Employee Handbooks: Key Updates, Drafting Tips, and Enforcement Advice for 2016 webinar AND you’ll get all of your particular questions answered by our experts.
Train Your Entire Staff
As with all BLR®/HR Hero® webinars:
- Train all the staff you can fit around a conference phone.
- Get your (and their) specific phoned-in or e-mailed questions answered in Q&A sessions that follow the presentation.