Drafting Your Employee Handbook–the Legally Effective Way

Drafting Your Employee Handbook is the title of the employment-law seminar I taught last week. I spoke on the topic in downstate Delaware and will be presenting another sold-out session in Wilmington, Delaware, on Thursday.  [For those interested, I’ll be posting the materials from the seminar after this week’s session].    Employee Handbooks

The agenda for the 2-hour program includes:

  • An overview of the purposes of an effective employee handbook and a discussion of basic drafting principles to keep in mind when writing a handbook; 
  • A review of the elements of each of the 10 policies that absolutely must be included in every employee handbook;
  • A discussion of other, recommended policies, as grouped into 10 broad categories;
  • An in-depth look at 5 technology-based policies that should be included in your next handbook update; and
  • A discussion about the best practices for implementing changes to your handbook.

Seminar attendees were Delaware small-business owners and HR professionals from a variety of industries.  As is usually the case in a seminar with attendees from multiple organizations, there were a number of different perspectives offered, lending to insightful questions.  The discussions gave me an opportunity to hear directly from employers about the specific problems they face in managing employees and implementing their desired policies. 

In follow-up to these discussions, I’m going to post a short series on some of the important considerations in drafting an employee handbook.  If there is a policy in particular that you’d like to know more about or if you’ve had difficulty in crafting a particular policy, feel free to e-mail me directly or post it in the comments section and we’ll see if we can’t try to incorporate it into the series. 

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