Troublesome Policies May Be Lurking In Your Handbook

An outdated employee handbook can spell trouble!  Here are a couple of the most common policy problems we see in HR Policy Manuals:

At Will Employment

Some handbooks contain a statement that indicates an “at Will” relationship can be changed is if CEO or President of the company signs a statement indicating that the relationship has changed.  The National Labor Relations Board (NRLB) indicated in a  complaint that such a statement implies unionization is futile.

Non-Disparaging Language

Does your employee handbook explicitly say you can’t use language about your employer that present it in an unflattering light?  Sorry, that’s a first amendment issue and can’t go into the handbook.

Discussion of Compensation

Ditto the above.  You can’t keep employees from sharing this information.

Social Media Policies

Policies that are too broad and have specific prohibitions about sharing unflattering opinions of company employees are probably too broad.  They shouldn’t be included in your handbook.

Arbitration

You can’t force employees to waive their rights to a class action lawsuit!

Take a hard look at the language in your policies.  It can keep you out of hot water.