In a previous blog, we talked about the unique challenges that time-off requests can present during the summer months.  But as many managers and HR professionals know, scheduling isn’t the only employment issue that crops up during the warm weather!

Here’s how your business can address some common summer employment concerns:

• Dress code. It’s no secret many professionals would rather be outside enjoying the warm weather, but that that doesn’t mean they should dress for a day at the beach.  Inappropriate attire can send an unprofessional message to clients and can create conflict or discomfort among coworkers.  If flip-flops and tank tops are weaving their way into your employees’ wardrobes, it may be time to write, rewrite, or enforce a dress code.  Your business may be comfortable adopting a special summer dress code that allows more casual attire, such as short-sleeved shirts or polos for men and sundresses for women.  Employees will appreciate advice for neat and professional summer work attire, and clear-cut guidelines can help avoid HR headaches.

• Employee wellness. What better time than bikini season to create or promote an employee wellness program?  Employee wellness programs continue to increase in popularity thanks to their mutual benefit to employers and employees.  Employers can increase the work performance and productivity of their most precious commodity: their human resources.  In return, employees can enjoy a healthier lifestyle and a more positive work environment.  But be careful: wellness programs must comply with laws like the Americans with Disabilities Act and must be carefully crafted to avoid discrimination.  Look for more information about employee wellness programs in future blogs!

• Office parties. Employer-sponsored parties are a great way to welcome the warm weather and boost morale.  Just remember, the last thing anyone wants to see (especially your HR Department!) is an inebriated employee creating a sexual harassment complaint or worse.  To curb potential problems, remind employees in advance that this is a work function and that appropriate behavior is appreciated.  Also know your business’ potential liability if alcohol is served at the party.  You may be legally responsible if an employee gets injured or injures someone else at or after the party.  If alcohol must be served, consider limiting options to beer and wine, or consider passing out drink tickets to limit consumption.  It can also be helpful to arrange for taxis or designated drivers.

As you can see, hot weather doesn’t have to mean hot water for your business!  Clear guidelines and common sense can go a long way toward establishing effective HR practices during the summer months and all year long.  But even the most efficient managers and HR representatives can have questions about best practices and effective policies.  That’s where YES! Your Human Resources Solution can help.  Our experienced HR consultants will work with your business to establish clear and effective employee handbooks, job descriptions, and more.  Just read what other clients have to say about how YES! transformed their businesses!  We’ll gladly do the same for you.  For more information on how we can help your business reach its best, visit our website or contact us for a free consultation.