How do you know if your current HR policies are a ticking time bomb? At The Law Offices of Paul H. Appel, we use a diagnostic approach to identify gaps in your legal armor.

The 4-Point Vulnerability Assessment

If you answer “No” or “Unsure” to any of the following questions, your business is at risk.

1. The Update Frequency Check

• Question: Has your employee handbook been updated in the last 12 months?

• The Risk: New Jersey laws change frequently (e.g., minimum wage hikes, new protected classes under NJLAD). A handbook from 2022 is likely already obsolete.

• Our Solution: We conduct a comprehensive Employee Handbook & HR Policy Legal Review to bring your documents into current compliance.

2. The Remote Work Reality

• Question: Do you have a specific policy governing remote work, equipment usage, and data security for home offices?

• The Risk: Without clear policies, you may be liable for data breaches caused by employees or face disputes over reimbursable expenses.

• Our Solution: We draft clear telecommuting agreements that define expectations and protect company assets.

3. The Classification Audit

• Question: Do your policies clearly distinguish between W-2 employees and 1099 contractors?

• The Risk: Blurring these lines in your policy documents is evidence against you in a misclassification audit.

• Our Solution: We align your HR policies with robust Independent Contractor Agreements to pass the ABC Test.

4. The Harassment Protocol

• Question: Does your policy explicitly outline multiple avenues for reporting harassment (not just “tell your manager”)?

• The Risk: If an employee’s manager is the harasser, and your policy says “report to your manager,” you may be stripped of your legal defenses in a hostile work environment lawsuit.

• Our Solution: We structure reporting mechanisms that stand up to judicial scrutiny.