Put It In a Book

Originally published by kennedyhealthlaw.

While it is not mandatory that an employer provide an employee handbook, it is recommended in order to maintain uniform procedures for all employees.  Employee handbooks help provide cohesive environments, fair treatment and they work to reduce the likelihood of a discrimination claim. Human nature lends itself to approaching individuals with individual treatment. In terms of employment there are numerous factors that can affect such treatment, for instance: effectiveness, work ethic, personality. However, a system such as this which maintains great disparities between the treatment of each individual can prove more liable towards claims of discrimination.

In order to avoid such dilemmas, the company should have an employee handbook that delineates the employees’ responsibilities and the general requirements for the workers there.  It is important that once an employee handbook is put in place it is followed.  Not following the handbook begs the same type of claim for discrimination as not following any prescription for employees at all.

In the employee handbook, please include the company’s non-discrimination policies and complaint investigation procedures.  Following these steps ensures that all employees are made aware of the conduct expected from them. If the employer does receive a complaint, following standard investigation procedures will ensure that all claims are investigated equally and will help to avoid further complaints.

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