Review the Employee Handbook Sample for errors and use the Department of Labor (DOL) website (https://www.dol.gov/general/topic/discrimination), specifically the content related to fair labor standards, and additional resources to verify that these are violations.

• For each of the four sections in the handbook, identify and record the policy errors using the Risk Audit Document.
• List the identified errors in order of most to least risk to the company.
  • Risk Type (strategic, financial, market risk, legal and compliance, reputation, systems, or culture)
  • Risk Impact (low. medium, high)
  • Document Type (policy, social media post, financials, budget, audit, or contract)
  • Current Content and Suggested Content

Transcribed Image Text:

Employee Handbook Sample Equal Employment Opportunities (EEO) Professional Services Inc. is an equal employment opportunity organization. We tolerate discrimination on the basis of gender, age, sexual orientation, race, nationality, ethnicity, religion, disability, veteran status. Employees who feel like they are treated unfairly in accordance with this policy should file a complaint directly with Arya Stark, HR Director. Professional Services Inc. assures all employees that no individual filing a complaint will discriminated against as a result of their complaint. Managers at Professional Services Inc. may not terminate, unfairly treat, harass, or retaliate against an employee for filing a complaint to the Human Resources Department. However, a manager may scream at or demote an employee who files a complaint against them. Additionally, employees who complain may receive decreased wages. Please contact the Human Resources Department for additional information. Reasonable Accommodation Professional Services Inc. is an affirmative action and equal opportunity employer. We comply with federal laws ensuring equal employment opportunities for individuals with disabilities and will make reasonable accommodation for approved disabilities. Applicants who require reasonable accommodation for job applications, interviews, or job assessments must submit a report that outlines their disabilities along with personal references and a history of medical conditions. To perform a job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodation shall only be provided to enable qualified applicants or employees with disabilities to perform essential job functions. Employment At Will Professional Services, Inc. is an employment-at-will company. Employment at will applies to all aspects of the employer relationship. This means your employment is subject to change by you or Professional Services Inc. with cause and with notice. The terms and conditions in this handbook shall not be interpreted to contradict or to eliminate or modify an employee's at-will employment status. You reside in a state that is identified as a right-to-work state. Employees in a right-to-work state serve at the discretion of the CEO and may be terminated at any point without warning. Jury Duty Employees at Professional Services Inc. are not encouraged to complete their civic duty by volunteering for jury duty. Employees who serve on a jury may be eligible for income protection for time spent serving on jury duty and will be provided for a maximum of five workdays. Employees who wish to serve on a jury shall notify their immediate supervisor. Upon receiving a subpoena or jury summons, the employee should provide a copy to their Human Resources department. Employees who are compensated for jury duty shall sign their compensation over to their supervisor or their supervisor's designee for immediate spending. Employee Handbook Sample Equal Employment Opportunities (EEO) Professional Services Inc. is an equal employment opportunity organization. We tolerate discrimination on the basis of gender, age, sexual orientation, race, nationality, ethnicity, religion, disability, veteran status. Employees who feel like they are treated unfairly in accordance with this policy should file a complaint directly with Arya Stark, HR Director. Professional Services Inc. assures all employees that no individual filing a complaint will discriminated against as a result of their complaint. Managers at Professional Services Inc. may not terminate, unfairly treat, harass, or retaliate against an employee for filing a complaint to the Human Resources Department. However, a manager may scream at or demote an employee who files a complaint against them. Additionally, employees who complain may receive decreased wages. Please contact the Human Resources Department for additional information. Reasonable Accommodation Professional Services Inc. is an affirmative action and equal opportunity employer. We comply with federal laws ensuring equal employment opportunities for individuals with disabilities and will make reasonable accommodation for approved disabilities. Applicants who require reasonable accommodation for job applications, interviews, or job assessments must submit a report that outlines their disabilities along with personal references and a history of medical conditions. To perform a job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodation shall only be provided to enable qualified applicants or employees with disabilities to perform essential job functions. Employment At Will Professional Services, Inc. is an employment-at-will company. Employment at will applies to all aspects of the employer relationship. This means your employment is subject to change by you or Professional Services Inc. with cause and with notice. The terms and conditions in this handbook shall not be interpreted to contradict or to eliminate or modify an employee's at-will employment status. You reside in a state that is identified as a right-to-work state. Employees in a right-to-work state serve at the discretion of the CEO and may be terminated at any point without warning. Jury Duty Employees at Professional Services Inc. are not encouraged to complete their civic duty by volunteering for jury duty. Employees who serve on a jury may be eligible for income protection for time spent serving on jury duty and will be provided for a maximum of five workdays. Employees who wish to serve on a jury shall notify their immediate supervisor. Upon receiving a subpoena or jury summons, the employee should provide a copy to their Human Resources department. Employees who are compensated for jury duty shall sign their compensation over to their supervisor or their supervisor's designee for immediate spending.

Answer rating: 100% (QA)

Here are potential issues I see in the Employee Handbook based on a review of the DOL Equal Employment Opportunity page at httpswwwdolgovgeneraltopicd... View the full answer