Tips For Drafting Employee Handbooks – Tip #2: The Importance of Equal Employment Opportunity and Harassment Policies
October 18, 2017
Authored by: Bill Wortel and Christy Phanthavong
This article is part two in a six-part series. The purpose of this series is to provide tips and identify potential pitfalls associated with the drafting of an employee handbook.
While an employee handbook serves many functions, its primary purpose from a legal standpoint is to reduce potential liability with respect to claims brought by current and former employees. Unfortunately, many employers are unwilling to commit the time and bear the expense of implementing an employee handbook (or updating an existing handbook) until after they have been sued and the absence (or poor draftsmanship) of a particular written policy has crippled their defense to an employment claim. Tip #2 addresses how equal employment opportunity and harassment policies are especially beneficial to include in an employee handbook.
Tip #2: The Importance of Equal Employment Opportunity and Harassment Policies
The U.S. Supreme Court has held that an employer’s implementation of an anti-discrimination/anti-retaliation