Most employers have some sort of employee handbook. This document can be an employer’s worst enemy or best friend.
The most important part of an employee handbook is the “At-Will Acknowledgment” that an employee signs when he or she receives the employee handbook. The ‘At-Will Acknowledgment” requires an employee to confirm that the employee is “at-will,” meaning that he or she can be fired by the employer for any reason (except reasons prohibited by federal anti-discrimination statutes such as race, sex, national origin, age, or disability).
Employee handbooks should be drafted in such a way as to give the employer as much flexibility as possible. Policies relating to the employer’s conduct should use discretionary language such as ‘the employer may” or “at the employer’s discretion.” Conversely, policies relating to the employee’s conduct should use mandatory language such as “the employee will” or “the employee must.”
Employee handbooks should, at the minimum, contain an “At-Will Acknowledgment,” Equal Employment Opportunity Statements confirming the employer’s commitment to not discriminate on the basis of one of the protected classes mentioned above, policies prohibiting sexual harassment and instructions to employees as to how they should report sexual harassment. It is also important to include drug and alcohol testing policies and policies regarding leaving under the Family and Medical Leave Act.
As with other aspects of corporate governance, it’s all about knowing the rules and having proper documentation in your Employee Handbook. Fortunately, BulletproofVeil.com is prepared with a unique Employee Handbook Audit service that will completely analyze and review your current handbook for errors, omissions, and other problems that could cause you legal headaches. Take advantage of their free 15-minute phone consultation to learn more about this valuable service by calling, 1-888-716-3180.
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