Do you want to attract top talent in a tight job market? What does your handbook say about you and your company’s values and cultures? The third reason your handbook may need to be updated is because it may not reflect your culture or your commitment to diversity, equity and inclusion.
December 6, 2023Big Change in Your LLC Reporting Requirements
January 4, 2024Rounding out day four of why you may need to update your handbook is the legal protections your handbook could provide.
Your Handbook Could Be Used Against You
Throughout the week, we have been highlighting reasons you should contact a lawyer when it’s time to review your handbook. See this week’s previous posts here: Part 1, Part 2, Part 3. Today, we are focusing on the legal protection your handbook could provide you.
If something happens at work that leaves your employee dissatisfied, the first place an employee will look is your employee handbook. Why? Well, to see what the policy says of course. More specifically, to see if you (the company) followed its own policies. If the employee files a complaint in court or with an agency like the EEOC, it is certain that the handbook will be requested as part of an investigation or discovery. Handbooks are often a company’s first line of defense and the only proof that certain rules and policies are in place, which can be crucial in a wrongful termination claim.
A handbook that is poorly written, devoid of key terms and conditions, or contains policies that are outdated or wrong, is not only unhelpful but could be used against the company. An attorney who understands best practices of employee handbooks will help ensure that your company’s handbook stands up to scrutiny.
At Loutel, we have reviewed and drafted handbooks for a variety of non-profit organizations and small businesses across a wide variety of industries, We share our insights, how the company can protect itself, be proactive and cost-effective. If you would like help updating your company’s employee handbook or to discuss your concerns,