Most employers assume a handbook policy is lawful if it serves a legitimate business purpose. However, that assumption can create risk under the current National Labor Relations Board standard. Even in nonunion workplaces, policies that appear reasonable may draw scrutiny if employees could interpret them as restricting rights protected by the National Labor Relations Act.
For employers this means an outdated handbook can become evidence in an unfair labor practice investigation. That’s why every employer should pay attention to the case that set the current standard: Stericycle.