• If your vacation or PTO policy includes a "use it or lose it" policy, have you confirmed that the states in which you operate do not prohibit this type of policy?
• Require employees to obtain permission before using company images or logos?
Stating that at-will status can never be modified could be viewed as an infringement on employee rights under the National Labor Relations Act (NLRA). • Does your handbook list "genetic information" as a protected class?• State only that the company will not tolerate sexual harassment, or does it prohibit harassment of any type?• Identify at least two methods for reporting harassment?Additionally, new laws for 2018 prohibit employers from seeking information regarding salary history from job applicants. California has expanded reasonable accommodations for individuals who identify as transgender. Under the General Duty Clause of the Occupational Safety and Health Act, an employer is obligated to provide a safe working environment, including an environment safe from harm, and minimize the risk of workplace violence.Based on these developments, an employer should make sure to update its handbook to include policies on reasonable accommodations in the workplace and show compliance with these laws. Therefore, it is important for an employer to have policies to prevent workplace violence, ban weapons from the workplace and ensure all employees' safety.