It used to be that an employer’s Employee Handbook was just a communication piece that made employees feel good about working at the organization. In recent years, however, it has become a potential liability document. Poorly written handbooks are often held against employers in claims of wrongful discharge, discrimination, harassment, and wage and hour violations. Usually it is because the employer’s handbook or policy manual made promises that the employer did not keep. Other human resources forms and processes can also be important tools for minimizing liability and making employees feel valued.

At Sebris Busto James, we believe that an employer who sets up its human resources systems right at the beginning will experience less legal entanglements with its employees. This starts with your employment application and hiring process (including interviewing and background checks), carries through your handbook, pay systems and performance management systems, and continues through termination of employment and the giving of references.

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