October 13, 2017
Authored by: Bill Wortel and Christy Phanthavong
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.
This article is part one of 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. Tip #1 examines factors an employer should consider when determining the appropriate scope and length for an employee handbook.
Tip #1: Determining the Appropriate Scope and Length
There are different schools of thought when it comes to deciding what policies to include