If you don’t want your employee handbook to qualify as a contract in court, then here’s what it should say.
To help employers craft handbooks that don’t violate the National Labor Relations Act, the National Labor Relations Board has issued a compilation of rules it has found to be illegal — and rewritten them to illustrate how they can comply with the law.
One federal agency continues to take the shredder to common, and seemingly harmless, employer policies. And this time, it may have made its most head-scratching move of them all.
Finally, we’ve got it in writing: The National Labor Relations Board’s employee handbook guidelines defy logic.
It’s an easy task to overlook. But keeping your employee manual up to date is crucial in today’s ever-shifting maze of workplace rules and regs.
By now, you’re sadly familiar with the National Labor Relations Board’s efforts to poke their nose into employee handbooks — probing company policies on such things as social media use, email and even your at-will statements. But the NLRB recently greenlighted a Washington State company’s at-will provisions, providing other firms with an example to follow. […] [MORE]
It’s not just social media policies that are drawing the attention of the National Labor Relations Board. The NLRB’s also focusing on the “at will” clause contained in many company handbooks.