Employee handbooks might seem like routine HR paperwork, but they continue to play a critical role in protecting employers if they’re done right.

As I noted in a recent article, having compliant policies on paper isn’t enough. For example, when it comes to Fair Labor Standards Act (FLSA) requirements around overtime and wage corrections, those policies only carry weight if they’re actually followed. If a company knows employees are working off the clock and doesn’t take action, the existence of a written policy won’t provide much protection.

I shared insights on this and other common risks in two recent publications focused on minimizing legal exposure through employee handbooks.

One area I emphasized is the growing need for employers to look beyond federal law. State-specific employment laws are expanding quickly, and compliance can’t be an afterthought. As I said in the article, “California and New York are no longer the only states playing in the field of employment law. Every year more states are mandating new obligations. Employers need to get in line with those laws or face legal exposure.”

The full articles, “Employee Handbooks: Reducing the Legal Risks,” were published in:

• Board Converting (November 11, 2024)
• Turf News, Turfgrass Producers International (September/October 2024)

Let me know if you’d like help reviewing or updating your handbook in light of recent state or federal developments.