Services / Compliance

Legal Compliance & Employee Handbooks

Sound employment practices, current policies, and handbooks that hold up — built to protect your business and the people who work in it.

Employment Practices Group regularly assists companies, businesses, and employers across Massachusetts and New Hampshire in establishing sound employment practices and achieving legal compliance.

Maintaining sound employment practices & legal compliance

A coordinated approach to records, policies, relations, and management — handled consistently, equitably, and in step with state and federal law.

Employment practices are the steps an organization takes to ensure that employee records, written policies, employer-employee relations, disciplinary measures, leaves of absence, and management practices are handled consistently, equitably, and in compliance with state and federal employment law.

The goal is simple: a more loyal, balanced, and productive workplace — and a meaningfully reduced chance that your organization becomes the target of expensive employment litigation.

Sound employment practices commonly involve

An updated employee handbook of policies and procedures

Complete and consistent employee personnel files

Appropriate forms and documentation

Non-competition, confidentiality, and non-disclosure forms

Proper disciplinary documentation

Current and accurate job descriptions

Federal and state notices posted in appropriate locations

Sound hiring and firing processes

Regular performance evaluations

Appropriate exempt and non-exempt classifications

A knowledgeable and trained workforce

Tailored to your organization’s needs

If you have an employment practices concern, EPG will meet with your HR team or management to conduct an audit or assess your organization’s particular needs — general or focused — and work collaboratively to define the issue and implement a solution.

Common assessment objectives

Review of the standards for a comprehensive personnel file.
Review of your employee handbook to ensure it reflects current practices, contains the required elements, and aligns with the most recent laws for your state.
Evaluation and recommendations regarding federal and state postings, job descriptions, and appraisal procedures.
Developing procedures for hiring and terminating employees, and training managers on the process.
Discussing how to handle employee complaints and when to conduct internal investigations. EPG can conduct these workplace investigations for you, minimizing your litigation risk.

The case for reviewing & updating your employee handbook

A handbook that nobody touches is a liability. One that’s current, considered, and consistent is a quiet form of protection.

Employee handbooks are useful tools for organizations seeking to inform employees and managers of the company’s philosophy, expectations, policies, and procedures.

But carelessly written handbooks — or handbooks that are written and then neither fully implemented nor periodically reviewed — can have devastating consequences for employers. You are at legal risk if you do not have up-to-date policies in critical areas.

Policy areas where currency is essential

Sexual and other forms of harassment
Electronic communications
Cell phone usage
Social media
Discrimination and Equal Employment Opportunity (EEO)
Employee complaint procedure
Family and Medical Leave Act (FMLA)
Military leave
Nepotism and fraternization
Wage and hour issues
Employee classifications under the FLSA
Safe Harbor policy under the FLSA
Employee benefit programs

By having a handbook that reflects your current policies and is consistent with the most recent employment laws, you can be confident you are following the necessary legal mandates and fostering a fair, equitable work environment — and you are well-positioned to defend employment lawsuits in court. An annual review is sound practice.

How EPG develops your handbook

Step 01

Conducts a needs assessment of your organization and/or an employment practices audit, working with your HR representatives and selected management team.

Step 02

Provides a guided questionnaire to walk you through the decisions about what your handbook needs to contain.

Step 03

Works alongside you through development to ensure every important topic is addressed.

Step 04

Evaluates and revises your current handbook, or memorializes your “unwritten policies,” to be legally compliant and reflective of your culture.

Step 05

Creates an employee handbook that fits your organization — and minimizes your legal risk.

Get Started

Workable solutions for real workplaces.

Whether you have a general or specific employment practices concern, EPG can help you maintain legal compliance, foster a productive work environment, and minimize employment disputes.

Contact Employment Practices Group →