Changes in employee duties or responsibilities also may subject your company to charges of discriminatory conduct. An employment attorney can advise you how to structure and document these business changes to avoid claims of discrimination. At the termination of employment, whether by choice of the employee or by the company, you should also consult an employment attorney. An employment attorney can advise you about protecting your company in these situations, as well as how to ensure that the departing employee is treated fairly. A company can't simply develop policies and procedures, sit back and think the work is done.
Policies get out-dated.
Procedures turn out to be ineffective. Company handbooks get clogged with revisions which may not get distributed to all the affected employees. About every two years, someone from your company should sit down with an employment attorney and go over the company policies, procedures and information disseminated to employees. Changes in the law should be incorporated into the policies. An audit of the employment relationship between your company and its employees should be done.