Your handbook should be updated and revised every year. Have a final draft of your handbook reviewed by a team of managers and employees, and have your handbook reviewed by your employment lawyer.
- If you have never built an employee handbook,…then my hope is that this course…is a great start to building a great employee handbook.…And if you have built an employee handbook,…I hope you were able to learn some new tips…that you can use at your company ASAP…to take your handbook to the next level.…Since I did not discuss…every single policy that could…or should be included in your employee handbook,…I've provided a summary of policies…that can be in most any employee handbook.…
Here are three quick tips to remember.…First, your handbook should be updated and revised…every year to stay current with both…the federal and state law of your company.…Second, have a final draft of your handbook…reviewed by a team of managers and employees…to make sure that what's set forth in the handbook…is, in fact, how you run your company.…They can also let you know…if there's anything they don't understand…and to see how they would improve the handbook.…
Last, have your employee handbook…reviewed by an employment lawyer.…It is worth every dollar to do so…
- Recognize the company who had a major impact on the new wave of culture-first employee handbooks.
- Describe the characteristics of “at-will employment.”
- Identify the effect of the Faragher rule.
- Recall how many employees a company must have in order fall under the Family and Medical Leave Act.
- Determine a plan of action for a presentation when more than 10% of the employees speak a particular foreign language.