Employee handbooks are crucial to protect a business from needless lawsuits and assist with smooth business operations. Nevertheless, many employers fail to either implement a handbook or update an existing one. Attached/below are the top five reasons your business should implement or update its handbook.
- A handbook helps the business comply with its legal obligations to provide employees with written notice of certain legal rights.
- A properly implemented anti-harassment and discrimination policy in a handbook demonstrates the business’ commitment to a harassment and discrimination free workplace and assists in providing the business with a defense to civil rights claims.
- A handbook clearly and uniformly communicates the business’ policies and expectations, which promotes consistency in the company’s treatment of employees.
- A handbook provides a single reference to employees for questions.
- A handbook prevents employees from alleging promises or expectations contrary to those set forth in the handbook.
As the law continues to evolve on these matters, please note that this article is current as of date and time of publication and may not reflect subsequent developments. The content and interpretation of the issues addressed herein is subject to change. Cole Schotz P.C. disclaims any and all liability with respect to actions taken or not taken based on any or all of the contents of this publication to the fullest extent permitted by law. This is for general informational purposes and does not constitute legal advice or create an attorney-client relationship. Do not act or refrain from acting upon the information contained in this publication without obtaining legal, financial and tax advice. For further information, please do not hesitate to reach out to your firm contact or to any of the attorneys listed in this publication.