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Your Handbook Is Exhibit A. Make Sure It Protects You.
Employment handbooks are litigation tools—for or against you. We audit, draft, and update policies that preserve at-will employment, establish compliant procedures, and create affirmative defenses.
When "Template" Handbooks Fail
Most employers use template handbooks from HR software or copy a competitor's policies. These templates miss Oklahoma-specific requirements, contain outdated language, and fail to include disclaimers that courts require. When a lawsuit comes, template handbooks create liability instead of defense.
What We Audit
We review every policy for legal compliance and litigation exposure.
At-Will Disclaimers
Ensure language throughout doesn't accidentally create employment contracts.
Harassment & Discrimination
Policies that satisfy Faragher-Ellerth defense requirements.
Leave Policies
FMLA, ADA accommodations, and Oklahoma leave law compliance.
Wage & Hour
Overtime exemptions, meal breaks, and payroll practices that comply with FLSA.
Our Handbook Review Includes
Comprehensive audit memo identifying risks and recommendations
At-will employment language strengthening
Updated harassment and discrimination policy
FMLA/ADA leave policy compliance review
Oklahoma-specific requirements verification
Acknowledgment form drafting or revision
Frequently Asked Questions
Your employee handbook is Exhibit A in every employment lawsuit. A well-drafted handbook with proper disclaimers preserves at-will employment, establishes compliant policies, and creates affirmative defenses. A poorly drafted one creates contractual obligations and admissions against you.
In harassment cases, employers can avoid liability if they: (1) exercised reasonable care to prevent and correct harassment (including having good policies), and (2) the employee unreasonably failed to use available complaint procedures. Without a compliant harassment policy and complaint procedure, you lose this defense.
At minimum, review annually. Major updates are needed when employment laws change (which is often), when you expand to new states, when litigation reveals policy gaps, or when your workforce materially changes. We flag updates Oklahoma employers need.
Yes. Promises of job security, progressive discipline policies without disclaimers, or statements like 'permanent employee' can override at-will employment. We audit for language that courts have found to create implied contracts.
Few policies are truly 'required,' but many are strongly advisable. Oklahoma employers should have: anti-harassment/discrimination policies (essential for defense), FMLA policies (if 50+ employees), ADA accommodation procedures, safety policies, and at-will disclaimers. Federal contractors have additional requirements.
Absolutely. Signed acknowledgments prove the employee received the handbook and understood the policies. This is critical evidence in litigation. However, acknowledgment language matters—we draft acknowledgments that reinforce at-will status and don't create unintended obligations.
When Was Your Last Handbook Audit?
Employment law changes constantly. Make sure your policies protect you.