If it’s been awhile since you last overhauled your employee handbook, you may be courting disaster. You should establish a regular revision schedule and update your handbook once a year or whenever significant statutory or other changes occur.
You don’t want your employees relying on outdated or even illegal policies. Plus, you may be able obtain lower rates on your employment practices liability insurance, which protects businesses from various kinds of employee lawsuits.
Handbooks must change with the times; those that gather dust on the shelf may be more dangerous than no handbook at all. That’s especially true if anything in your manual reinforces corporate cultural norms at odds with current discrimination laws. Outdated handbooks can provide ammunition even for otherwise futile lawsuits, and language from a bygone era may come back to haunt you.
Case in point: A female bank employee quit after 25 years because a male ...(register to read more)
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