Employee handbook language should be simple, direct and clear.
Employers often find it easier to accomplish this by referring to employees in the second person throughout the handbook. This also is a simpler way to draft gender-neutral language. For legal reasons, and to preserve flexibility, it is essential to avoid any type of promissory language, unless the employer does in fact intend to treat the statement as a legally enforceable commitment. This white paper reviews common examples of promissory language to avoid.
Agenda
Faculty
Brian S. Conneely
Rivkin Radler LLP
- Partner, Rivkin Radler LLP
- More than 30 years of experience representing employers in connection with employment laws, ERISA, employment benefits, and compliance with laws and regulations affecting the workplace
- Selected as a Best Lawyer and Super Lawyer
- Achieved the highest rating in the Martindale-Hubbell Law Directory
- Taught labor and employment law at Hofstra Law School, Adelphi University and New York Institute of Technology
- Regularly writes and lectures on employment law and workplace issues
- J.D. degree, cum laude, Hofstra University; B.A. degree, Duke University
- Can be contacted at 516-357-3000 or [email protected]
Susan M. Corcoran
Jackson Lewis P.C.
- Shareholder with Jackson Lewis P.C.
- Firm expert in background check processes, member, firm's Disability Health Management Practice Group and Corporate Governance/Investigation Group, and former adjunct professor for Manhattanville College's master's program
- Listed in Best Lawyers in America and Super Lawyers
- J.D. degree, Pace University School of Law; B.S. degree, Cornell University, ILR School
- Can be contacted at 914-872-6871 or [email protected]
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