It’s that time of year to revisit your company’s employee handbooks and policies to ensure they are timely, compliant and do not attract scrutiny from the National Labor Relations Board (NLRB), Equal Employment Opportunity Commission (EEOC) or any other agency with an aggressive, activist agenda. Here are 10 must-review handbook provisions:
1. Disclaimers and At-Will Employment. While at-will disclaimer language in a handbook may seem innocuous upon first perusal, employers are best advised to read their disclaimers through the lens of the NLRB to see if the language could be construed as stifling employees’ Section 7 rights to engage in protected concerted activity. Handbook disclaimers and acknowledgement forms that state at-will employment may not be amended, modified or altered in any way should be revised to clarify that at-will status can be modified by an executed written agreement signed by the company’s president or other designated officer.