by J. Hamilton Stewart III, Esq.
Your business is changing all the time, and it’s important to make sure your employee handbook continues to fit your particular circumstances.
But here’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 your NLRA obligations can be found in Section 7 of the NLRA, 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.”
10-point handbook checklist
In general, as long as you enforce your rules and policies uniformly, the NLRB will find no fault. However, when handbook policies infringe on employees’ NLRA rights, even w...(register to read more)
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