AEW has evolved a lot as a company since they were founded in 2019. Now, we live in an era where Bryan Danielson is issuing fines to AEW talent while Chris Jericho is still going on social media tirades. There is an Employee Handbook, and now we have more proof.
Many AEW fans remember a day when things were a bit more loose within the company’s structure. There has always been an Employee Handbook, and we already had a look inside it.
We previously reported that portion of the AEW Employee Handbook leaked online. That particular portion highlighted how AEW talent should conduct themselves in public, and on social media.
All conversations that are held “back of house” at AEW shows or scheduled events, in- person or virtually (including talent meetings), are confidential and are not to be discussed publicly.
3. Directing abusive, profane, or threatening language towards AEW
• Talent and employees must maintain proper respect for AEW at all times. Offenses against AEW include verbal or other non-physical abuse.
This applies at all AEW event locations, including at the arena or event venue, airports and other transportation modes to and from an AEW event, and at hotels or other accommodations provided in connection with AEW.
4. Public Criticism of Fellow Team Members
AEW policy prohibits public criticism of fellow team members. Such prohibited public statements may include, but are not limited to:
Accusations or criticism of fellow team members or the organization as a whole.
Accusations or criticism of tactics/style of wrestling of fellow team members.
Accusations or suggestions that certain issues consistently occur in a particular match.
Innuendos and indirect statements will also be considered prohibited. While understanding that social media can be used to help advance storylines, first please check with those with whom you are working before posting.
Feel free to run potential posts by Christopher Daniels, a coach or a member of Legal/HR or PR team before posting. 5. Unauthorized Media Engagement ·
Do not conduct any interviews, podcasts or engage with the media without alerting and engaging the PR team. You will be breaking policy if you move forward with an unapproved interview. Anonymous Sources: Instances of anonymous AEW talent being cited by media as sources of information will not be tolerated and is subject to discipline upon a first offense. These policies and accountability measures will protect you, your colleagues and AEW. If you have any questions or concerns, please reach out to Talent Development or Legal/HR to discuss.
Brian Last, who is Jim Cornette’s co-host, recently posted the cover to the AEW Employee Handbook. He ironically asked, “This handbook?” when someone asked to see the AEW Employee Handbook.
We will have to see if Brian Last reveals any more from the AEW Employee Handbook. In the meantime, at least we know that he has a copy.
Keep checking back with us here at Ringside News for more on this story, and so many more, in the pro wrestling world. You never know what will break next, especially as we wrap up an already wild 2023.
What do you think is in the AEW Employee Handbook? Let us know what you think in the comments section!