EMPLOYEE MANUAL

Employee Handbooks Are NOT Governed By Federal or State Law.

However, if written incorrectly, your Employee Handbook could become the greatest source of ammunition for your Employee’s Attorney.

Frequently, Employee Handbooks are brought into court as primary evidence of alleged wrongdoing by an employer.

What you don't say could weigh as heavily as what you do say:

• Permanent Employee
• Job Security
• Good/Just Cause
• Long Term Future
• Probationary Period
• Annual Pay Raise
• Fair
• Grow with Company
• Part of our Family
• Do a Good Job
• Tenure
• We Will . . .

BEST things to say:

• Have a statement clearly defining your Employee Manual as a document containing general information only.
  
• State that terms and conditions of your Employee Handbook may be changed and/or revoked without notice (but don’t put a limitation on this statement such as, “ . . . will be updated on anniversary date.”)
  
• Explain that your Employee Manual is not to be intended, considered, or construed as any type of contract.
  
• Include employee signature forms agreeing to read the manual and understand that employment is “At-Will.”

Define how FMLA leave will be measured, include updated COBRA information and HIPAA Special Enrollment procedures.

• Clearly outline EEOC Rights including Sexual Harassment Policies (i.e. employee protection from retaliation, alternative superiors that a victim may notify if their supervisor is the offender, etc.).

The Step-By-Step audit will guide you through the complexities of this important manual.

Our 5 Step Plan:
Initial Review: Determine composition and main focus of your current manual.

Analysis and Comparison: Compare your Employee Handbook to our 50+ point comprehensive audit. This will identify potential areas of weakness and wording that could create liability.

Recommendations: Summarize improvement and the rationale behind our thought process. We will give you sound advice that may help reduce your risk and eliminate confusion.

Implementation: Provide assistance in amending your current document and incorporate the necessary forms into your Employee Manual.

Monitor and Update: Your Employee Manual should be regularly updated to reflect all legislative changes in Employment Law, HIPAA, COBRA, FMLA, etc. As new laws are passed, we will provide you with up-to-date information to help ensure your compliance.

“WHY have a Manual at all?”

NOT having an Employee Manual, could make it much more difficult to defend and prove your policies while overcoming hearsay. It is also difficult to have your supervisors follow all company policies and Federal rules and guidelines consistently without a guide to follow.

Many companies are afraid to publish an Employee Handbook, thinking that the information within could be held against them in the judicial system. Written correctly, an Employee Manual is not only a useful tool in the realm of workplace policy but an invaluable piece of evidence.

Compliance Check is a Registered Trademark of DRB Ventures, LLC. All Rights Reserved.

CALL your Spetner Associates, Inc. Specialist to help YOU be Compliant with your Employee Manual.
314-442-0000
Fax 314-442-0050
8630 Delmar Blvd., Suite 100
St. Louis, MO 63124

Spetner Associates, Inc.