Washington, DC Employee Handbook Lawyer
While the courts have not yet treated employee handbooks like contracts, companies are often held accountable for policies and procedures contained in them when litigation involving harassment, discrimination, and wrongful termination arises. The Supreme Court believes employers are strictly liable for harassment when an employer does not have an employee handbook in place. Consequently, employers who fail to adopt policies and procedures that comply with current laws expose themselves to significant liability, especially when protected classes of people are involved. The law office of Jay P. Holland drafts and reviews employee handbooks and manuals in order to protect small and medium-sized businesses from exposure to unwanted liability.
Employee Handbook Question? Call (240) 553-1198 Today
Regardless of whether you currently have an employee handbook or are in the process of creating one, Jay Holland can ensure your company adopts policies and procedures that comply with current best practices and the law. To schedule an appointment, contact employment law attorney Jay P. Holland.
Reviewing and Drafting Employee Handbooks and Manuals
The law office of Jay P. Holland reviews and drafts the following kinds of materials for small and medium-sized businesses, as well as franchises:
- Grievance procedure
- Policy on discrimination and harassment
- Drug and alcohol policies
- Policies and procedures for medical leave and vacation
- Policies regulating use of company property, emails, computers, etc.
Auditing Your Employee Handbook and Manuals
Laws regulating the workplace change over time, making it important for companies to update materials that may have been written a few years ago. In order to ensure company policies comply with current law, Mr. Holland can review your employee handbook. In some cases, changes to policies and procedures may be necessary, especially in matters pertaining to the Family Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), and the Civil Rights Act. The office of Jay Holland can bring your employee materials up-to-date and ensure you avoid unwanted liability.
Drug and Alcohol Policies
Employees suspected of drug or alcohol problems can create substantial problems for employers. If you acknowledge an employee’s drug or alcohol problem, he or she may enjoy certain protections under the Americans with Disability Act. Here, a clearly stated policy and procedure using a third party counseling service can help protect you from unwanted liability and potential legal difficulties. As your attorney, Jay P. Holland reviews drug and alcohol policies and helps companies put protections in place that reduce – if not avoid – liability under the ADA.
For more information regarding how we can help you with employee handbooks and related materials, contact employment law attorney Jay P. Holland.