Is your handbook missing something, contradicting another policy, saying too much, using confusing language, over-promising … or worse, simply out-of-date?
If you said yes to any one of these or you’re simply not sure, don’t beat yourself up.
Bullet-Proof Your Employee Handbook will quickly have you shutting down any plaintiff’s lawyer from even filing a lawsuit or taking a single deposition. And if a case should get to court, your handbook will be so clear and effective, a jury will quickly find for you.
You’ll find countless ways to protect your company from a lawsuit, such as …
- The simple slip of the tongue you must never, ever say out loud to an employee. Your handbook is instantly null and void.
- Don’t fall into the “probation” trap. Is it 30, 60 or 90 days? Doesn’t matter. Say this one word and you’ll never be rid of a troublesome employee.
- The devil’s in the details! Beware the impulse to spell out this common work policy. You could unwittingly limit your rights to fire. Do this instead.
- The best positioning for your disclaimer in your handbook. If an employee doesn’t see it, it can go against you in court. So make sure you put it here.
- What to do when a supervisor makes a promise to an employee he can’t keep. Sure, train him better, but this one sentence in your handbook keeps you safe from a lawsuit.
- You can’t make a company rule forbidding free speech, right? Wrong! 4 areas you can absolutely ban employees from talking about. Perfectly legal, too.
- The latest disturbing trend in court rulings. What you must know to bullet-proof your handbook.
- Examples of bad policy wordings ... and how to fix them.
- And so much more!
Don’t let one simple mistake or omission lead you down the path to a nasty lawsuit. It’s costly and time-consuming … not to mention embarrassing if the papers get a hold of it.
An employee lawsuit can quickly damage your company’s reputation … and your bottom line.
But by following the vital information you’ll find in Bullet-Proof Your Employee Handbook, you can avoid lawsuits (and the threats of lawsuits) and produce the clear, concise policies your employees will appreciate.