1. Clarity in policies is good for everyone. A good handbook provides clarity on
what to do if someone requests FMLA, has a child, needs an accommodation or
more. It serves as a playbook for those in management so that policies are
applied consistently.  Likewise, a good handbook lets the employee know what
they are entitled to and who to work with at the company to address their needs.
2. Ignorance isn’t bliss. Depending on the size of your company, certain laws
apply if you have 1, 8, 15 or 50 employees. A handbook revision is a good
chance to reassess how many employees you have and what laws apply to you.
3. A handbook reflects the company’s values. A handbook is an opportunity to
communicate the company’s values and vision to all employees. As the
company’s culture develops, the handbook should be updated to reinforce these
changes and set expectations for behavior and performance.
4. Laws change, and you need to be up to date. If you do business in multiple
states, you should especially pay attention to leave laws across the states. Did
you know Tennessee has a volunteer fire fighters leave law? Or that North
Carolina allows for domestic violence leave? Don’t get caught in a situation
where you don’t know what laws apply to your company.
5. A good handbook can offer some protection. Be proactive. Here is an
example: If your company gets sued for sexual harassment, a couple questions I
could foresee in a deposition are, “Where is your policy prohibiting sexual
harassment? Where is your policy that outlines the process where employees
can report discrimination?” Hopefully your answer is not, “We don’t have one.”

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I have done several handbook reviews and builds this month, and I often see issues
with handbooks that are drafted by non-lawyers. There are some reputable companies
that can draft a handbook for you, but I fully believe that there is no substitute for having
a lawyer draft, or at least review, your handbook. Get your legal advice from a lawyer.

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