Your employee handbook can be an invaluable organizational tool—or an employment lawsuit waiting to happen. And in recent years, Congress and state legislatures have been busy enacting laws that directly affect your employee handbook. If you haven’t kept up, your organization could be sued.
Is your handbook missing something, contradicting another policy, saying too much, using confusing language, over-promising … or worse, simply out-of-date?
For example: “I would be surprised if more than 10% of employee handbooks now in circulation cover new employment law issues such as genetic information privacy and the rights of employees with military family members,” says attorney Jonathan Hyman, Esq.
To help you avoid disaster, we’ve compiled this special report, The Essential Employee Handbook, which provides employee handbook sample policy language, employment law guidelines, self-audit tips and warnings on the most common mistakes that may be lurking in your employee handbook.
ESSENTIAL EMPLOYEE HANDBOOK TIP #1
Overview: Bullet-proof your employee handbook
An employee handbook can be the foundation of employee performance and a shield against lawsuits, or it can be a ticking time bomb that confuses employees and strips away your legal defenses. It all depends on how well it’s written and put to use.