Updating handbook

This should come as no surprise, as allegations of workplace sexual harassment and the #Me Too movement have made headlines across the country.

Your company’s policy can help set the tone and expectation that your company is committed to maintaining a workplace free of harassment.

Set forth a number of positions, such as the Human Resources Director or Director of Operations, and include the names, telephone numbers, and email addresses of the individuals holding those positions. The policy should confirm that all complaints will be promptly and thoroughly investigated, confidentiality will be maintained to the extent possible, and retaliation will not be tolerated against anyone who brings a complaint in good faith. Leave policies, such as the Family and Medical Leave Act, Paid Sick Leave, and Parental Leave, may require some updating.

At least nine states and multiple localities have enacted some form of Paid Sick Leave.

Writing an employee handbook is a major task that covers any and all topics that impact your business.

In your employee handbook, you need to cover a lot of information in a clear, concise, and fair format that’s customized for your business.

Conduct that may not rise to the level of legally actionable harassment may still violate your company’s policy against harassment.

Other policies that may warrant review and updating include confidentiality, reasonable accommodations, weapons, policies addressing the use of marijuana, and policies prohibiting discrimination against LGBTQ employees.

Don’t let your employee handbook sit on a shelf collecting dust.

The laws differ as to eligibility, accrual rate, covered uses, and advance notice.

This is one area where you might consider a supplement specific for certain states or localities, as a one-size-fits-all approach may not be preferable given the various locations of your offices or facilities.

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