As year-end approaches, companies, both large and small, are busy closing out 2023 and putting plans in place for 2024. A key priority that should not be neglected as you make preparations to close out an old year and start a new one is updating your employee handbook. An updated employee handbook can be an effective tool to prevent legal liability, set the policies that reflect the realities of your business and communicate expectations to your employees. However, an employee handbook that is out-of-date or out-of-touch can both expose your company to legal liability and garble any message of expectations that you try to convey to your employees. So, here are three reasons why every company should move updating the employee handbook to the top of their year-end to do list.
Reason 1: Employee Handbooks Should Be Updated To Prevent Legal Liabilities.
An out-of-date handbook that is not in compliance with new federal and state laws and regulations presents a risk of legal exposure. One of the first items requested by most government agencies when they are conducting employment audits, and one of the first pieces of evidence sought in most employment lawsuits is the employee handbook. Simply put, if your employee handbook is not up-to-date and in compliance with applicable federal and state laws, you are risking penalties, damages and exposure to claims and lawsuits.
And federal and state laws have rapidly changed over the past few years, so if your employee handbook has not...
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