A typical handbook is between 30 to 40 pages in length and because of unique differences among industries, companies, state regulations and laws that are based on company size and type, contrary to popular belief - one size does not fit all. Most handbooks today are formatted in sections, with each section addressing critical employment policies and practices. Everyday managers make a myriad of employment-related decisions - I don’t know how a business can operate without a well-written handbook. They can save management time, promote consistency and fair treatment of employees and, most importantly, help meet the burden of proof. On the other hand, policies that are clearly worded and compliant and that are written in an easy-to-read style with a positive, direct tone are invaluable.

Policies that are outdated, confusing, punitive or non-compliant could land you in a legal mine field. Or better yet - ask a professional to do so for you.

When was the last time you analyzed your company’s policies? If it has been a while, you may want to take a close, hard look at them. Worse yet are the cases with documentation - the kind that actually works against the employer - like outdated policies, poorly worded reprimands and employee handbooks or employer-drafted rules that violate employment regulations. Often what was lacking was some type of clear, convincing documentation like a written warning, policy, job description or handbook receipt. So what’s an employer to do? Many times, even though a termination was indeed legitimate, necessary and non-discriminatory, a government agency has ruled to the contrary. In other words, the burden of proof is on you, the employer - and if you cannot meet this burden of proof, government agencies like the Equal Employment Opportunity Commission (EEOC) will automatically assume you are guilty of violating one of their regulations.ĭOCUMENTATION. In fact, by now, most employers have learned that there’s a huge caveat to one of the few, but important, rights that they do have - the right to exercise 'employment-at-will.' In reality, while you may have the legal right to let an employee go at any time with or without notice, you must be able to prove through documentation that the reason for the separation (termination or layoff) was job-related and non-discriminatory.

Let’s face it - as an employer, you don’t have many 'rights' left anymore.

Terminix employee handbook