Now is the Time to Consider Updating Your Company’s Employee Handbook

In Employment Law, Labor, News by David P. Pierce

RECEIVE ATTORNEY FEE REIMBURSEMENT UP TO $2,000 FROM THE BUREAU OF WORKERS’ COMPENSATION

Employee handbook near notepads and pen.

When was the last time you updated your employee handbook and personnel policies? If the answer is you can’t remember or if you know it has been at least a year ago, now may be a good time for a handbook review to make sure your business is compliant with the latest changes in state and federal laws and to minimize your litigation risks. A good handbook review should also be customized to ensure not only that your business has all necessary policies but also that these policies reflect specific industry, business, and workforce requirements.

Since COVID, there are numerous legal changes that may need to be reflected in your employee handbook.  Some policies to review and pitfalls to look out for include the following:

  • Weapons-in-the-Workplace Ban. Did you know that if you are an Ohio employer, you may need to allow employees to store firearms in their personal vehicle while on company property? Additionally, your policy should be reviewed to address such items as whether employees are allowed to transport firearms in company-owned vehicles.
  • Marijuana and Alcohol Policies. Have you updated your handbook since the passage of Ohio Issue 2 legalizing recreational marijuana? A new or updated policy should inform employees regarding your company’s expectations in this new world of legalized recreational marijuana. An updated handbook will serve to educate and inform employees, while also providing your business with a solid policy you can rely upon when you make critical decisions regarding hiring, discharge, or discipline.
  • NLRB Compliance. Did you know the National Labor Relations Board (NLRB) takes the position that employers cannot prohibit employees from discussing certain items with their co-workers, including information about their pay, benefits, and safety issues? This protection for concerted activity applies to both union and non-union employees and your handbook should be regularly reviewed for compliance.

There is some good news for Ohio employers in the form of monetary reimbursement. The Bureau of Workers’ Compensation (BWC) will reimburse employers up to $2,000 per year, every year, for attorney fees related to the development and review of handbook provisions relating to procedures regarding substance abuse.

An annual, legal review of your employee handbook is an important investment in protecting your organization against legal risks, ensuring compliance, and fostering a positive and resilient work environment. The Labor and Employment attorneys at Coolidge Wall are here to help ensure your employee handbooks are up-to-date and reflect the most recent changes in policy. We can also customize your handbooks based on your specific needs and assist in the reimbursement process with the BWC.  Please contact Attorney Benjamin A. Mazer at (937) 449-5769 or if you have any questions or if we can be of any assistance.