Q. Our company is looking to revise and update its
A. It’s good that you are updating your employee handbook. Typically, we recommend that employers update their handbooks at least every three years, and make sure the revision date is clearly stated in the handbook itself.
Because each company is different, it’s difficult to state what any individual handbook should include. Nevertheless, all handbooks should include the following:
- A statement that, unless otherwise specified, all employees are considered at-will. Of course, in a unionized environment, one or more groups of employees are subject to specific bargaining agreements. Nevertheless, there should be an at-will statement covering the rest of the work force.
- A workplace harassment policy. While the policy should specify that while law prohibits harassment and discrimination on the basis of protected categories (i.e., age, race, sex, etc.), company policy prohibits all forms of workplace harassment.
- If your company has at least 50 employees, you must include an up-to-date . Make sure this policy includes the recent changes to the , including the caregiver and active-duty military provisions.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Train all supervisory employees how to spot and take complaints
- Make sure your arbitration agreement is valid in Ohio
- Prepare to determine, when the allegations fly: Sexual harassment--or just some clueless guy?
- Additional workers' comp benefits end at initial Social Security benefit age