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Chapter 4. Staffing Up > State and Federal Regulations - Pg. 92

Staffing Up Review the handbook at least annually and make anynecessary amendments; a handbook containing outdated information and/or policies can be a weapon againstyou. Example: if the discrimination go-to person nolonger works at the company, an employee could (rightly) argue that the company was not doing its utmost toprotect against infractions. Be sure that any updatesand amendments have written confirmation of receiptby employees. 92 Every employee should receive a copy of the handbook and sign a written acknowledgment that they have received, read, and understood the handbook (which acknowledgment will go into the employee's file). This acknowledgment can be very useful in later disputes by showing that em- ployees were on notice of policies and expectations. State and Federal Regulations It is vital that an employer contact local counsel for every one of its offices, as state laws vary widely and federal laws change. Title VII of the Civil Rights Act of 1964 Title VII of the Civil Rights Act of 1964 applies to businesses with 15 or more employees and protects against discrimination based on race, color, religion, sex (including pregnancy or childbirth), or na- tional origin. It does not protect independent contractors. Title VII protects potentialemployees as well as current ones, meaning that employers must adhere to anti-discrimination rules in their em- ployment solicitation and application procedures. Note CAUTION