Policy & Handbook Review Checklist

Ensure the handbook prominently states the at-will employment relationship and that no section inadvertently creates a contract.

Confirm the EEO statement covers all federally and state-protected classes and reflects current anti-discrimination law requirements.

Verify that the employment eligibility verification policy accurately describes I-9 requirements without specifying acceptable documents.

Review probationary or introductory period language to ensure it does not imply guaranteed employment after the period ends.

Confirm that definitions for full-time, part-time, temporary, and other classifications are clear and align with benefit eligibility rules.

Ensure policies clearly state pay frequency, pay dates, and procedures for handling paydays that fall on holidays or weekends.

Verify that overtime authorization requirements, timekeeping procedures, and overtime calculation methods comply with wage and hour laws.

Confirm that meal and rest break policies meet or exceed the requirements of all applicable state and local laws.

Ensure telecommuting and flexible work policies address eligibility, expectations, equipment, expense reimbursement, and timekeeping requirements.

Verify that compensable travel time definitions and expense reimbursement procedures comply with FLSA and state wage law requirements.

Ensure compensation policies and job postings comply with applicable state and local pay transparency and salary range disclosure laws.

Verify that paid time off policies clearly explain accrual rates, carryover limits, payout at separation, and any blackout periods.

Ensure the sick leave policy meets all applicable state and local paid sick leave mandates including accrual and usage rules.

Review the family and medical leave policy for accurate eligibility criteria, notification requirements, and job protection guarantees.

Ensure parental leave policies comply with federal and state requirements and clearly explain duration, pay, and eligibility.

Confirm that bereavement leave policies meet any state-mandated bereavement leave requirements and define eligible family relationships.

Verify that civic duty leave policies comply with state laws regarding time off for jury service, voting, and witness duty.

Ensure the policy covers all forms of harassment, outlines reporting channels, describes investigation procedures, and prohibits retaliation.

Verify that the workplace violence policy includes threat reporting procedures, prohibited conduct definitions, and emergency response protocols.

Review substance abuse policies for compliance with state marijuana laws, drug testing regulations, and ADA accommodation requirements.

Confirm the code of conduct addresses conflicts of interest, gifts, confidentiality, and professional behavior standards comprehensively.

Ensure the social media policy does not improperly restrict NLRA-protected concerted activity or employee rights to discuss working conditions.

Verify that safety policies address OSHA compliance, hazard reporting, injury procedures, and employee responsibilities for maintaining a safe workplace.

Ensure the policy clearly notifies employees of monitoring practices for company email, internet usage, and electronic devices.

Verify that bring-your-own-device policies address security requirements, data ownership, remote wipe capabilities, and employee expectations.

Confirm that data privacy policies comply with applicable state consumer privacy laws and address employee data handling procedures.

Ensure confidentiality policies are enforceable, clearly define protected information, and comply with the Defend Trade Secrets Act.

Review the acceptable use policy to confirm it covers company systems, networks, software, and data access with clear violation consequences.

Verify that separation policies clearly describe notice expectations, final pay timelines, exit interview processes, and company property return.

Ensure the progressive discipline policy outlines a clear escalation process while preserving the employer's right to deviate when necessary.

Review any mandatory arbitration provisions for enforceability, ensuring proper class action waivers and compliance with recent legal developments.

Confirm that the acknowledgment form states receipt of the handbook, at-will status, and the employer's right to modify policies.

Review internal complaint procedures to ensure employees have multiple reporting channels and that investigations are conducted promptly.

Verify that restrictive covenant policies comply with applicable state limitations on non-compete and non-solicitation agreements.