Question

Which of the following is true about employee handbooks?

(A) Employee handbooks should not form part of the orientation process since the handbook is updated regularly.
(B) Employees must review handbooks outside of the actual workplace.
(C) In employee dismissal situations, courts rarely review handbooks as the contents are not legally important.
(D) Some courts have found employee handbook contents to represent a legally binding agreement with the employee.
(E) It is a best practice to keep benefits static over time particularly to appease longterm employees who may feel that new employees are receiving a better deal

Answer 1

Employee handbooks can be considered legally binding agreements with employees.

Step-by-step explanation:

The correct answer is (D) Some courts have found employee handbook contents to represent a legally binding agreement with the employee. Employee handbooks are typically written by employers to provide employees with an overview of company policies, procedures, and expectations. While employee handbooks are not automatically considered binding contracts, some courts have recognized that certain provisions in the handbook, such as those related to employment termination or disciplinary actions, can create a legally binding agreement between employers and employees.