There are many good reasons to regularly review your employee handbook. Your business is changing all the time, and it’s important to make sure your handbook continues to fit your particular circumstances.
But there’s another good reason to review and update your policies: A poorly written or overly broad handbook could result in unfair labor practices charges from the National Labor Relations Board (NLRB), the federal agency that enforces the National Labor Relations Act (NLRA).
That’s true even if your workforce isn’t unionized. The source of the employers’ NLRA obligations is found in Section 7 of the law, which protects any employee’s right to engage with or on behalf of fellow employees in concerted activities for the employees’ mutual aid or protection.