Does Your Employee Handbook Inadvertently Create an Employment Contract?

By Trey Cooper
It should go without saying that employee handbooks should be drafted according to state and federal law, but an employee handbook should also be drafted to fit the particular needs of each individual employer. Policies and procedures should be developed that reflect the company's size, employee needs, and company philosophy. Outdated, erroneous, or ambiguous policies can be as dangerous if not more dangerous than having no policies at all. For example, Arkansas courts will find an exception to the at-will employment rule where an employee relies upon an employee handbook that contains an express provision against termination except for cause[1]. [More]