New Year's Resolution For Your Employee Handbook

Written By Kevin McKernan

Resolution 1: Revise your Employee Handbook to Include a Succinct, Unified Request for Accommodation Procedure:

  • Keep it brief.

  • Designate a person, not a form.

  • Train supervisors to recognize a potentially protected request and refer it to the right person (HR) and to tell HR about the request and their response.

Resolution 2: Review your Handbook's At-Will Language and Disciplinary Procedure Policies 

Closely read your handbook for all instances of at-will-esque and not-a-contract language. Be sure it's not limited to just duration or just reason. These sentences need not be long. 

Look for shall, will, and must words that could imply an employer obligation, especially in policies on probationary/introductory periods, discipline, grievance, appeal, and benefits. 

Resolution 3: Review Your Diversity, Equity, Inclusion, and Belonging Policies and Practices 

This document is designed for general information only. The information presented in this document should not be construed to be formal legal or tax advice nor the formation of a lawyer/client relationship. 

For more information on this and other topics, please contact Kevin via any of the channels listed below:

📧 kevin@kmckernan.com  | 📞 718-317-5007

Kevin McKernan
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