how to write an employee handbook
DESCRIPTION
How To Write An Employee Handbook 11-10-10TRANSCRIPT
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How To Write An Employee Handbook
We will begin at 10am Mountain Time
QuestionsQuestions
• If you have questions during the presentation, please submit them using the “Questions” feature
• Questions will be answered at the end of the webinar
Things We Will AddressThings We Will Address
• Upside and downside to handbooks• Beneficial Policies• “Hot Topics”• Policies that need to be revised or added as a
result of modifications in federal employment law statutes
• “Trendy” policies• General handbook “best-practices” • Common handbook pitfalls to avoid• Keeping handbooks current• “Bricks and Mortar”- distribution
Upside & Downside to HandbooksUpside & Downside to Handbooks
• Upside– Simplicity– Consistency– Litigation
Defense• Downside
– Litigation creation
Particularly Beneficial PoliciesParticularly Beneficial Policies
• FLSA Safe Harbor Policy• Disciplinary Suspensions for Exempt
Employees• Disclaimers Related to Benefit Policies• FMLA Policies• Harassment Policies• Drug Abuse/Drug Free Workplace Policies
“Hot Topics” for Employee Handbooks“Hot Topics” for Employee Handbooks
• Office Romance & Fraternization Policies
• Workplace Violence Policies and Concealed Weapons Policies
• Use of Cell Phones, PDAs, etc.
“Trendy” Policies“Trendy” Policies
• Social networking/blogging
• Red Flags Rule
• Expanded EEO
Statutory Changes Requiring Policy Changes
Statutory Changes Requiring Policy Changes
• Policy updates GINA– Background– The changes– Policy updates
• ADAAA– Background– The changes– Policy updates
Statutory Changes Requiring Policy Changes
Statutory Changes Requiring Policy Changes
• FMLA– Background– The changes– Policy updates
• Department of Defense Appropriations Act of 2010– Background– The changes– Policy updates
Handbook “Best Practices”Handbook “Best Practices”
• At-will language
• Clear and conspicuous disclaimer
• Permissive (not promissory) language
• Flexibility
• Non-discrimination and harassment
• Policies that further the organization’s goals
Handbook Pitfalls to AvoidHandbook Pitfalls to Avoid
• Promissory (not permissive) language
• Too rigorous/detailed
• Arbitrary enforcement
• Failure to update
• Illegal overtime
• Bans on salary discussions
• Criminal background checks
Avoiding Contract ClaimsAvoiding Contract Claims
• Use of appropriate discretionary language
• Appropriate use of disclaimers
• Awareness of the legal standards in each state
Keeping Handbooks CurrentKeeping Handbooks Current
• Periodically compare handbook to reality
• Note – and react – when the handbook interferes with operations
• Review whether particular policies have led to complaints, charges or lawsuits
• Are all of the policies necessary? (e.g., FMLA)
“Bricks & Mortar”“Bricks & Mortar”
• Multiple options for publishing the handbook:– Booklet– Loose-leaf binder– Electronically– No handbook at all
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Questions and AnswersQuestions and Answers
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QUESTIONS?
Contact InformationContact Information
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The recorded webinar and presentation slides will be emailed to you today including your local representative’s contact information.
Mathew GilleyPartner, Ford & Harrison
www.kpaonline.com
866-356-1735