An employee handbook isn’t simply a set of guidelines, empty of any legal meaning. In fact, many employers fail to realize just how valuable it is to keep their handbook up to date until employee litigation happens and the legal consequences of outdated policies are thrust upon them. What priority have you given to revising yours?
This can be an all-too-easy mistake to make, particularly as it has not always been this way. In the past, employee handbooks filled a far simpler, less binding role that better fits the popular understanding–guidelines on basic company policy and employee benefits. Not so, now.

Employment law is constantly evolving and a clearly-stated and widely-available handbook serves an important purpose: demonstrating that your company understands and complies with all federal and state employment laws. Take the time now to give your handbook a quick once-over. Has it covered the following recent developments in employment law?

• Equal Employment Opportunity Commission (EEOC) policies on discrimination, harassment and whistleblower protections.
• Leave of Absence requirements including leave for firefighters, emergency rescue workers, reserve peace officers, pregnant workers, domestic violence victims, bone marrow or organ donors and leave for military duty, school, jury duty and more.
• Electronic communications policies that detail the use of communications devices in the office and from remote locations, including risk management procedures and processes to protect important data from cybersecurity threats.
  Social media policies regarding employee use of social media in the workplace, including what is considered protected work activity.
• National Labor Relations Act rules compliance that informs employees of their rights under the NLRA. Several recent National Labor Relations Board (NLRB) decisions will potentially require updates to this section of your handbook.
• Company IP protection measures, including confidentiality, non-solicitation and non-compete agreements and policies governing trade secrets.
• Comprehensive list of benefits, including any changes to health insurance.

We can help you create employee handbooks that keep your company in compliance with the latest employment law rules and regulations. To learn more about our personal approach to business planning, call us today at 612-206-3701 or reach out via our online contact form to schedule a small business consultation session.

Image Courtesy of Stuart Miles | FreeDigitalPhotos.com