Supplemental materials for LEAP 2025 session The Handbook Workshop
Are you sure your handbook includes every crucial provision? From a legal perspective, there are certain must-have elements that belong in every handbook.
Here’s a checklist that will help you sleep well knowing you didn’t miss something important—and keep you out of court.
Tip: Print out this list and use it to guide a thorough review of your employee handbook.
√ A disclaimer that prevents the handbook from becoming construed as a legally binding contract.
√ An at-will employment statement that makes it clear no manager, supervisor or employee other than the CEO or his or her designee is authorized to enter into any employment agreement other than for at-will employment, and that employees can be terminated for any legal reason or no reason.
√ A statement reserving the right to modify, revise or otherwise change the handbook at any time for any reason.
√ A statement that you reserve the right to deviate from handbook provisions when necessary.
√ An FMLA policy, including the latest Department of Labor FMLA poster.
√ Sexual and other harassment policies and complaint procedures for reporting harassment, including alternative reporting methods other than up the chain of command.
√ A statement that the organization will always follow federal, state and local laws even if doing so is inconsistent with a handbook provision.
√ A written or electronic receipt system indicating each employee has received, reviewed and understands the handbook.
√ An anti-discrimination statement that commits to following federal, state and local anti-discrimination laws. This should prohibit retaliation for reporting discrimination and harassment involving any protected class and require all employees to refrain from discrimination and harassment. It should require employees to report any suspected discrimination and harassment they observe.
√ A statement that commits to following all federal, state and local wage-and-hour laws, including overtime laws.
√ A statement that employees understand they must report all hours worked, whether or not those hours were authorized.
Final note: Your handbook likely includes many other provisions, but these are the most essential ones. In addition to regularly reviewing your handbook yourself, periodically ask your attorney to review it, too.
Interested in joining HR Employment Law Advisor? For a limited time, LEAP 2025 attendees can get an annual membership at 30% off at https://www.hremploymentlawadvisor.com/leap30.
