Employee Handbooks, Friend or Foe?
Do you know the landmines that may be lurking in your employee handbook? Employee handbooks are generally an HR professional’s first stop when addressing employee performance issues and disciplinary matters. Employee handbooks are also one of the first documents requested by plaintiff’s counsel in litigation. The policies you include and the language you use can make or break an employer’s defense in litigation, unemployment, and EEOC charges of discrimination.
You'll walk away with valuable insights such as best practices with respect to language and disclaimers in employee handbooks, what policies are required vs. discretionary, best practices for health, safety, and risk management sections of your handbook, and how to effectively publish and disseminate handbooks to your employees.
Disclaimer
Neither Hub International Limited nor any of its affiliated companies is a law or accounting firm, and therefore they cannot provide legal or tax advice. The information herein is provided for general information only and is not intended to constitute legal or tax advice as to an organization’s or individual's specific circumstances. It is based on Hub International's understanding of the law as it exists on the date of this publication. Subsequent developments may result in this information becoming outdated or incorrect and Hub International does not have an obligation to update this information. You should consult an attorney, accountant, or other legal or tax professional regarding the application of the general information provided here to your organization’s specific situation in light of your or your organization’s particular needs.