Employee handbooks not only let your employee what you expect of them, it can also protect your company from legal issues. If your company does not currently have a handbook or you're looking to update your existing one, be sure to continue reading.
A Good Employee Handbook
Employee handbooks don’t need to be complicated, but good ones typically contain:
- Your Company’s Anti-Discrimination Policy
- Details of the employee’s compensation, including overtime pay, breaks, and bonuses
- Applicable laws concerning labor, termination, and background checks
- Information about benefits
- Anti-Harassment Policy
The last one, Anti-Harassment Policy, will be the focus of today’s post. Craig Martin, a partner at the law firm Lamson, Dugan, and Murray, recently wrote about this in an article titled, “Employee Handbooks- Your First Line of Defense” on Construction Contractor Advisor. In it, Martin breaks down exactly what should be included in the policy:
- Explanation of what harassment is
- Process for harassment complaints
- The company’s commitment to investigate the claim
- Anti-retaliation clause
What is Harassment?
Any continued intimidating or threatening behavior by one party to another is considered harassment. Many times, people assume the only type of harassment is sexual harassment. While it may be one of the more common forms of harassment, there are many other types, including:
- Sexual Orientation
- Race and Heritage
How the Handbook Protects Your Company
According to Martin, the employee handbook is your first line of defense in a lawsuit concerning harassment. Providing a clear statement against harassment and following through promises of investigation shows your company takes harassment very seriously and that will be taken into consideration in a lawsuit. Martin also states that training your employees on the handbook at least once a year is key to avoiding future issues.
Employee Handbooks—Your First Line of Defense | Construction Contractor Advisor
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