sponsored by BUSINESS TIP “Do you have an employee hand- book?” No matter the size of the business, or type of industry, this is one of the first questions I ask employers when speaking with them about their business practices and how they can lower the risk of liabil- ities. Having a handbook and pro- viding employees copies, however, may not be enough to protect your business from legal liability or other unintended consequences. Lawsuits and agency claims, employee turn- over, and poor public relations are a few examples of the unintended consequences that can result from outdated or unlawful handbook pro- visions, or ones that are misinterpret- ed or inconsistently administered by managers and supervisors. To reduce your exposure, your employee handbook must be 1) Comprehensive 2) Tailored to your specific busi- ness and industry 3) Regularly reviewed and updat- ed, and 4) Compliant with federal, state, and local laws and regulations. Liability and an incomplete employee handbook Why are employee handbooks important? First, handbooks set employer expectations and employ- ee responsibilities. For example, your handbook should explain that the company expects its business practices and internal commu- nications to be kept confidential and outline the consequences for breaching confidentiality. Similarly, your handbook should outline what constitutes prohibited conduct and establish consistent guidelines for disciplining those who violate com- pany policy. Absent such guide- lines, your company may be open to legal claims based on arbitrary or inconsistent discipline. Second, a properly designed handbook can protect your business against legal liability. For exam- ple, handbooks that do not include comprehensive anti-harassment and anti-discrimination policies can expose employers to charges of harassment and discrimination.Your handbook should include policies Is your employee handbook up to snuff? By Bob Scavone, Labor and Employment attorney, Jackson Lewis P.C. 28 TileLetter | June 2017