She also recommends keeping “legalese” out of a handbook. And if an employer does not make those updates, Erenburg says, the practice leadership can get into trouble by not following the practice’s own policies. The more detail included, she says, the more changes and addendums will be required as benefits change. It’s surprising how few things are actually required.”Ī handbook should offer an overview of an employer’s expectations and legal obligations, an employees’ rights, and it also should describe what an employee can expect from his or her employment with the company. “A handbook should state the policies that apply to the employees, and that’s it. It shouldn’t be a novel,” says labor relations attorney Kristin Erenburg, JD, of Walter Haverfield in Cleveland, Ohio. “Some people treat a handbook like The Grapes of Wrath. While employee handbooks serve a very important role, keep them simple and to-the-point, and outline the practice’s most salient expectations and legal obligations when creating them, experts say.
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