Joycelyn Stevenson is office managing shareholder in the Nashville office of Littler.
Toward the end of the year, we typically see an uptick in handbook inquiries as businesses prepare for policy updates and seek compliance with recent legal changes.
Amid the ever-changing federal and state regulatory landscape, a well-crafted handbook serves as a centralized resource for employees to understand a company’s mission, policies and procedures.
However, not every policy belongs in a handbook—some are better suited as standalone documents. Additionally, handbooks are not “one size fits all”; each organization requires a tailored approach, so companies with questions should consult a professional to determine the best fit for their needs.
Below are the top five questions I most often receive from clients during this time of year as they create or revise their employee handbooks.
This answer may vary depending on the state, but employers should have language explicitly prohibiting discrimination and harassment and a process for reporting and investigating those claims.
Additionally, it is recommended that handbooks include language related to leave requests and medical and religious accommodations, including a clear process for making those requests.
Finally, include language related to workplace conduct rules, including any guidance on how discipline and other types of corrective action may be taken by the...
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