Better Handle Your Handbook
- Scott Gardiner
- Aug 14
- 2 min read
Your Employee Handbook is Like Your Shooting Script—Don’t Let It Go Out of Date
In production, we obsess over the details: hitting call times, making sure the dolly track is straight, syncing audio to the frame. But when’s the last time you gave the same attention to your employee handbook?
In high-regulation states like California, New York, and Illinois, an outdated handbook is like running a shoot on a decade-old camera—you might get through the day, but you’re one glitch away from a budget-busting disaster.
The Risks of Letting It Collect Dust
Most companies treat their handbook like a prop you dust off once a year for orientation. In reality, it should be a living document—constantly updated to match the latest rules of the game.
Here’s the reel:
75% of small businesses don’t update their handbook regularly. That’s like ignoring new safety regulations on set—you’re asking for trouble.
In 2025 alone, we’ve seen big shifts in paid leave laws, harassment prevention rules, pay transparency, pregnancy accommodations, and even AI usage policies.
The EEOC’s latest harassment guidance now covers gender identity and virtual work environments—something that matters when your crew is spread from the soundstage to Zoom.
And in our world—where crews rotate in and out, contractors fly in for the day, and payroll runs across multiple states—one outdated policy on overtime or classification can trigger fines, lawsuits, or ugly press.
Why Keeping it Fresh is a Box Office Hit
This isn’t just legal CYA—it’s good business:
Companies that keep their handbook current are one-third more likely to grow.
A clear, current handbook sets the tone on set, cuts down on confusion, and keeps everyone—from the grip to the EP—on the same page.
It also speeds up onboarding so new hires can focus on hitting their mark instead of trying to decode outdated policies.
Think of it as the production bible for your workplace—it keeps the whole crew working from the same script.
Production-Friendly Best Practices
Know Your Locations - Just like a location scout does their homework, know the labor laws for every state you shoot in. The strictest state wins—because that’s your baseline.
Keep Federal Updates in the Script - Laws like the Pregnant Workers Fairness Act (PWFA) and new EEOC harassment rules need to be baked into your policies now, not in “the next draft.”
Cover Modern Storylines - Remote work? Hybrid? AI in production? DEI commitments? These are today’s plot points—write them in.
Do Table Reads - Don’t just hand out the updated handbook—walk your crew through it. Get acknowledgment in writing so you’ve got coverage if things go sideways.
Final Take
You wouldn’t shoot on outdated gear.Don’t run your crew on outdated rules.
An updated handbook keeps you compliant, keeps the vibe positive, and keeps you out of the courtroom. In our business, the cost of updating is a fraction of the cost of a lawsuit—or a production shutdown.
Pro tip: If you haven’t touched your handbook since the last wrap party, now’s the time. In production, surprises belong in the script—not in your HR compliance.
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