Several policies in your employee handbook may be outdated and unlawful. With the turn of the year, it is an excellent opportunity to address these issues before it becomes a significant problem.
Employee handbooks are supposed to serve as an effective tool to communicate policies and procedures to your employees, while simultaneously establishing certain affirmative defenses that can protect your company during litigation. Unfortunately, many hospitality employers are finding that their handbooks are being closely scrutinized by plaintiffs’ attorneys and government agencies, such as the National Labor Relations Board and the Equal Employment Opportunity Commission. Instead of serving as a shield from liability, the handbook is becoming one of the chief means of establishing liability against you.
Here are eight provisions to address in your employee handbook to protect your company from liability.