By Katie Kulp

Posted

Every workplace needs an employee handbook. Though these vital documents provide a convenient reference manual for your employees, their use goes far beyond training. In fact, a well-written policy manual can protect you and your business from many legal woes. That being said, the legal landscape changes constantly. Does your employee handbook do the same? Here’s why and when you should consider updating your employee manual.

When is updating your employee handbook required?

Your policy manual shouldn’t be viewed as a static object; it must change and adapt with the times. Here are some examples that illustrate when it’s necessary to update your employee handbook.

When your business grows

Many business regulations are different depending on the size of your company. Policies and perks that apply to small business, for example, may not be extended to their larger counterparts. Depending on your industry, the standards might change based either on the number of employees or the size of your revenue. If your company is growing rapidly, you may need to adjust policies that have worked for years.

When doing business across state lines

Growing businesses also find themselves in deep water when they cross state lines for the first time. If you do business across state lines, you will most likely need a different policy manual for each state. In addition, you should make sure that changes to each handbook are reviewed by an expert in that state’s employment law.

When regulations are changed

Keeping up with changes in government regulation can be a full-time job of its own, which is why it’s such a struggle to keep your policies compliant with new laws. Even if your business hasn’t seen growth, expansion, or other internal changes, these external forces make it necessary to frequently review your policies.

Eliminating discrimination

Recently, both social norms and regulatory forces are pushing towards an ever more accepting and welcoming workplace. As such, many businesses are finding that their anti-discrimination policies seem wildly out of date – even if they were updated quite recently. Business owners should be careful that their policies do not imply or provoke discrimination based on age, sex, gender, health, religion, or other delicate issues.

When state and federal laws are at odds

Businesses sometimes find themselves caught between opposing federal and local laws. Contradictory regulations regarding marijuana use or concealed carry weapons, for example, leave employers unable to determine whether they can (or should) take action against their employees. To ensure compliance, be sure to take a very close look at your policies when regulations are in doubt.

At Chane Solutions, we understand how vital compliance is to your company’s success – and how difficult it is to achieve. Our expert guidance and tailor-made screening services are designed to guarantee that your business has the information it needs to make better staffing decisions without compromising your legal standing. To learn more about our services, contact us today.

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