Handbooks can be a beneficial tool for employers. Through an employee handbook, an employer can communicate its policies and expectations to its employees in a consistent and efficient manner. However, a handbook that is not carefully drafted or not consistently followed can lead to litigation. If not properly drafted, an employee handbook can become an enforceable contract.
There is no one-size-fits-all employee handbook. Each handbook must be unique to the particular employer, its practices and culture. Certain policies should be contained, however, in most employee handbooks. These include an anti-harassment policy, an equal employment opportunity policy, a Family & Medical Leave Act policy (if applicable), an at-will employment policy (if applicable) and specific language providing that the handbook and its policies do not create a contract. There are numerous other policies that can be included in employee handbooks depending upon the circumstances of the individual employer.
The lawyers at Taft have years of legal and practical experience drafting and reviewing employee handbooks for companies of all sizes and make-up. Taft attorneys design employee handbooks and/or policies tailored to the particular business and employment needs. For an employer with an existing handbook, Taft can review, update and revise your handbook to ensure compliance with current legal requirements and employment/business “best practices.”