Will your Employee Handbook stand up to scrutiny in 2015?

There are Employee Handbook changes needed each year based on new regulations, case law, and general operating practices. Highlights of changes for 2015 include:

• Abusive Conduct – replaced Workplace Bullying in accordance with AB 2053
• EEO and Anti-Harassment – added categories for interns and volunteers
• Background Checks – added language for when background checks are needed for client projects
• Sick Time – policy options in compliance with new CA sick time regulations
• SF Related Ordinances – expanded policy options
• Standards of Conduct – added option for listing positive expectations for employees
• Drug and Alcohol Usage – modified language based on recent case law
• Smoking – added language to prohibit e-cigarette use
• Mandated Benefits – added section for Social Security and Medicare descriptions
• Cell Phone Reimbursement – added language based on new employer requirements

Employers are encouraged to take immediate action and update their Employee Handbooks. In fact, an employee handbook is one of the best ways to protect your business from employee lawsuits and clearly communicate your company policies. The absence of a formal handbook or policy manual, or a poorly drafted one, puts you at a disadvantage to defend yourself should your business face a lawsuit.

Policies that are too specific and rigid can potentially limit an employer’s flexibility when dealing with real issues. Conversely, policies that are too general make it difficult for employers to hold employees accountable for their actions and behavior.

For a limited time, DSA HR Solutions, Inc. is offering a 10% discount to develop or update your Employee Handbook if requested by January 31, 2015.