Furthermore, the FDA has been criticized for delaying approval and human trials of drugs for people facing life-threatening conditions. Perhaps the most substantial criticism of government regulations is that they create the potential for regulatory capture. When that happens, the agencies supposedly responsible for protecting consumers come under the control of the industries they are supposed to regulate.
The regulator may actively create barriers to entry and divert public funds for bailouts to benefit favored firms. Regulations can increase the power of dominant and abusive firms if policymakers are not careful when they create new rules. Hundreds of assistance programs from the government—in the form of money, information, and services—are available to businesses and entrepreneurs. It also provides grants, advice, training, and management counseling.
The Commerce Department helps small and medium-sized businesses increase overseas sales of their products. An often overlooked service that the government provides all businesses is the rule of law. The U.
Patent and Trademark Office offers protection of inventions and specific products from illegal infringement by competitors, thus encouraging innovation and creativity.
Patent and trademark violations are punishable by hefty fines and subject to civil actions that can be costly if the defendant loses. On top of all of this, the government occasionally takes extraordinary steps to protect businesses in dire economic conditions.
Other economists insist that the government should not have intervened and that free markets should have been allowed to weed out business failures. No matter which side you agree with, there is little doubt that the corporate world would look very different without these programs. The government can be a friend of business, providing it with financial, advisory, and other services.
It can also be a friend of the public, creating and enforcing consumer-protection, worker-safety, and other laws. Unfortunately, governments also have a long history of trapping nations into patterns of long-term decline through overregulation. This conflict will probably never be completely resolved because there will always be disputes between different segments in any society. As technological breakthroughs continue, the dual nature of the government's relation to businesses may become increasingly regulatory and collaborative at the same time.
The key to success may be preserving the government's role as a neutral referee even as the rules of the game keep changing. Federal Trade Commission. Government Accountability Office. Environmental Protection Agency. Securities and Exchange Commission. Your Privacy Rights. For example, Hootsuite Amplify is a great way to find vetted content to share and enhance your personal or corporate brand.
Be sure to also add information on who or where to questions can be sent. That may be a specific person, a forum or slack channel, or an email address.
Looking for real world examples of social media guidelines? In the video, Xerox offers seven tips for employees, with easy-to-follow examples and animations. Be respectful. Be human. It concludes with a list of relevant policies and contact information.
With the aim of transparency, The New York Times published an internal memo on its social media guidelines for journalists. Publishers may have a higher standard to uphold than most businesses when it comes to preserving objectivity, many guidelines may still apply. In addition to defining these rules, the company also breaks down specific guidelines for social media practitioners and for sponsored content.
Social media guidelines for BC public service employees are available in a variety of formats, making them more accessible. It also provides rules for departmental use of social media on behalf of the university.
This may be a good model for large companies with multiple departments, accounts, and team members. FedEx offers 10 social media guidelines to its employees in this four-page PDF. Frequently asked questions and answers are placed with the relevant rule, which helps to address uncertainties as soon as they arise. Snippets on social media use during work time and computer resources make related policies easily digestible.
ESPN released a new policy in after several public controversies—including one that led to the suspension of one of its broadcasters. Beyond general rules, it also has a separate section for political and social issues. Facebook, LinkedIn , media sharing networks i. Instagram, Snapchat , communications platforms i. WhatsApp, Messenger , microblogging networks i. Creating written policies may seem like an overwhelming task, especially when you have other HR tasks to manage, but here are a few necessary policies to get you started:.
When developing policies, be sure to consult local, state and federal regulations, as well as industry best practices to ensure the policies you create are compliant. Also be sure to give yourself enough leeway and not write definitive, binding statements; otherwise, you can be held liable if your manager does not follow the exact, outlined steps.
After investing time and resources creating these policies, make sure employees read, understand and apply them to their daily job responsibilities! Let us show you how Policy Management Software will strengthen your compliance program.
Visit our resource library for industry best practice tips and tools and for case studies on how our software has helped clients in your industry. About Us Resources Careers Support. Creating written policies may seem like an overwhelming task, especially when you have other HR tasks to manage, but here are a few necessary policies to get you started: 10 Policies All Companies Should Have Personnel Policies — Clearly state business hours, code of conduct, terms of employment hiring and termination , wages or salary and bonuses, if any , insurance and health benefits, paid vs.
Disciplinary Action Policies — Address issues of honesty, performance, safety, and misconduct, and determine what constitutes a violation of company policy, as well as how employees will be disciplined if they violate certain rules. Safety Policies — Use industry best practices and relevant local, state, and federal laws as guidelines to create rules detailing what safe behavior at work looks like, how to use safety equipment, how to report safety hazards, etc.
It includes legally binding policies and the most up-to-date state and federal requirements. You may be trying to access this site from a secured browser on the server. Please enable scripts and reload this page. Reuse Permissions. Page Content. Step 1: Review and Make Required Revisions to the Current Company Policies Company policies and procedures are used as the source for writing the handbook.
Step 2: Create an Outline of What to Include in the Employee Handbook The topics included in the employee handbook should cover the employer's mission statement, equal employment opportunity statement, contractual disclaimer and at-will employment statement where allowed , purpose of the employee handbook, and background information on the company.
Step 3: Create Summarized Versions of Each Policy and Procedure The employee handbook should include a statement that summarizes each policy and procedure. Step 4: Add Each Summary Statement in the Appropriate Sections According to the Outline Once HR has completed the employee handbook outline, the next step is to write the organization's position, rules or policies under each of the outline topics.
Step 5: Review the Entire Handbook The review process ensures that the information is accurate and easy to comprehend. Step 6: Provide Finalized Version to Legal Counsel for Review By reviewing the final version, legal counsel will ensure that it contains no statements that may create contractual agreements.
Step 7: Select a Means of Publication The next step is to locate a vendor to produce the finished employee handbook. Step 8: Distribute Handbooks Once the vendor returns finished copies of the handbooks, the organization must establish a method for distribution, such as during new-hire orientation or as a manual distribution to employees.
Step 9: Update as Necessary Employers should establish a point person to be in charge of updating the employee handbook as necessary when employment laws or internal policies change. Examples Below is a sample outline, or Table of Contents, for items that are typically included in an employee handbook.
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