It’s that time of year when human resources departments turn their attention to reviewing and updating their employee handbooks for the upcoming year. Below are some things to consider when updating your handbook:
- Updates to federal laws – Have any applicable federal laws or regulations been changed, or any court or agency opinions issued that impact your policies?
- Updates to state or local laws – Similarly, have any applicable state laws or regulations been changed?
- State law addenda – Does a “one-size fits all” handbook work for your company, or does your company footprint require state law addenda? Has your company recently expanded into new locations?
- Keeping up with the times – Unfortunately, policies relating to safety, security, emergency plans, emergency contact information, etc. are becoming increasingly necessary and important.
- Introduction – Does your statement describing your company, its history and philosophy, etc. need refreshing or updating?
- Policies v. Practices – Is your handbook keeping up with your actual practices?
- Cross-references – Are there new and separate company policies (e.g., Code of Conduct; global policies) that should be cross-referenced in the handbook?
- Consistency with separate policies – Do you have separate policies (such as a stand-alone reaffirmation of a policy against harassment, or local facility policies that are separate from a corporate handbook) that are similar or related to policies in the handbook, and if so, is the language consistent?
- Phone numbers, names, titles, third party administrators – If specific information regarding these and similar subjects is provided in