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Employee Handbooks

Is your employee handbook legally safe? As courts rule that you are bound by what you put in your employee handbook, your liability increases. Courts are now ruling that distributing company handbooks to your workers constitutes a binding contract between you and your workforce. Because there is a binding contract, you are legally obligated by all the provisions and policies in the handbook. Those provisions may also bind you even if you issue a disclaimer that you are not creating a contract!
Consistent, clearly defined employee policies are key to successful employee relations, as well as avoiding potential liability issues. Developed in conjunction with an experienced labor law firm, our extensive, customized based on your organization, handbook informs employees exactly what is expected of them, and what benefits to which they are – and are not – entitled. Handbook services include:

  • Basic corporate policies
  • Harassment policy
  • Detailed explanation of employee benefits
  • Vacation, sick leave, and leave of absence policy
  • Internet, email and drug/alcohol policies
  • Binding confidentiality agreement

Please contact us to get additional details on our employee handbook services for your organization.

Handbook Tips
  • Review handbooks by similar businesses. This process allows you to see what peer groups are doing and may lead to the inclusion in your handbook of a best practice for your industry. You should avoid using templates as they are generic and cannot account for the nuances specific to your business

  • Use language that is simple and easy to understand. The handbook is of no use if employees cannot easily understand its meaning.

  • Tie your policies to your organization's mission, values and strategies.

  • Always include a disclaimer reminding employees that the handbook is subject to change and that nothing in the handbook creates a contract between employer and employee.

  • Distribute the handbook to all employees to prevent a future claim of ignorance regarding a policy

  • Have all employees sign an acknowledgment form indicating that they have received, read and understood the policies in the handbook

  • Have an employment law attorney review the final draft of your handbook before distributing
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