EMPLOYEE HANDBOOK

While an employer is not required by law to have an employee handbook, in most cases, it is highly recommended. An employment handbook provides a complete, centralized record of the employer's policies and procedures. It also serves to inform employees of company rules and grievance procedures. At a minimum, an employee handbook should include:

• A statement regarding the at-will employment relationship
• An equal employment opportunity statement
• A policy regarding sexual and other types of harassment in the workplace
• Internet access, e-mail, and voice mail policies
• Policy pertaining to the Family Medical Leave Act (FMLA)

Without a carefully drafted handbook, an employer could make itself vulnerable to various employment-related claims by its employees and former employees. In fact, the mere existence of an employment handbook often serves as a valuable defense for employers in employment litigation. Also, having a solid, consistent employment handbook could deter employees and former employees from suing.

That being said, I am often surprised by how many business owners in Pennsylvania and New Jersey operate without a valid employment handbook. I think it is one of those things that stays on the top of everyone's to-do list, day after day after day, but never gets addressed or completed. Anyone who has been involved in employment litigation knows that this could have devastating repercussions.

FOR EMPLOYEES: If you are an employee who believes that your employment rights have been violated, whether pursuant to policies laid out in a handbook or otherwise, please contact me at 215-545-8917 to discuss your situation.

FOR EMPLOYERS: If you are an employer either in need of an employment handbook or who has an employment handbook that needs to be updated or revised, or are seeking legal advice as it pertains to employee handbooks, or have a claim filed against you by an employee or former employee, please contact me at 215-545-8917 to discuss your situation.

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• Litigation