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Creating an employee handbook helps to avoid legal issues

Making sure that your workplace has the correct policies and procedures in place is paramount to preventing employee issues. These policies should be fully acknowledged and communicated in an employee handbook in order to be most effective.

If you want to put measures in place to prevent employee litigation, taking steps to highlight the biggest litigation risks in your company is the best first step. Often, employers are at a high risk of being accused of wrongful termination, retaliation and discrimination. Therefore these issues should be addressed in the handbook. The following are some key considerations to make when planning an employee handbook.

Start with the high-level points that you would like to make

You should begin with noting down the points that you would like to address from a very general level. You should consider the point-of-view of the employer. You may, for example, want to explain what employees should do if they want to make a complaint, or if they have questions about their rights.

Cross-reference your points with state and federal laws

Make sure that any information provided is compliant with current laws both on a state and federal level. This is especially important if your company has offices in different locations.

Put clear steps in place for employees to take action

The handbook should help employees to know how to take action after a certain experience. This will encourage internal conflict resolution and prevent expensive litigation.

It is important to conduct thorough research into employment law when drafting an employee handbook. Make sure that you have the tools and knowledge available to do this successfully.

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