The Sports Law Handbook contains an overview of sports and its relationship to various categories of law, as well as the legal liabilities and responsibilities of coaches,
administrators, managers, and institutions related to the sports field. This book will
enable coaches and administrators to: (1) Identify the relationship of sports to
various categories of the law, including torts, crimes, and discrimination; (2) Understand
the role of the attorney and agent when representing athletes; (3) Relate principles of
agency law in a sports context; (4) Better understand contracts and contractual terms;
(5) Differentiate between the legal issues unique to professional amateur sports; (6) Understand how criminal law differs from civil law in the context of sports; (7) Better understand labor issues in the sports world; and (8) Become more familiar with the laws and regulations covering the drug testing of athletes.
Handbook Policies And Procedures In Los Angeles
Description
Form popularity
FAQ
Most employers are surprised to learn that California does not require companies to have an employee handbook.
Although statements of policy appear in both handbooks and policies and procedures manuals, the topics covered in a policies and procedures manual are often more detailed and exhaustive. The subjects covered in an employee handbook are typically selective and the information provided is more general.
While an employee handbook is not legally required of employers, the lack of one can create confusion, as you note, and lead to decreased morale and potential for legal claims. With no handbook guiding them, managers are without rules to rely on.
Small businesses can also benefit from providing their employees with an employee handbook. While they're not mandatory, a well-crafted HR handbook is a single source of information that clearly conveys company culture, practices and policies to employees.
Employer can legally enforce policies without having distributed them in the form of a handbook or written and posted policy, depending on the issue (for instance, some things like medical leave processing needs to be in writing if they want to enforce it).
Standard Documents Equal Employment Opportunity and Anti-Discrimination Policy (CA) Disability Accommodations Policy (CA) Anti-Harassment Policy (CA) Anti-Retaliation Policy (CA) Harassment, Discrimination, and Retaliation Prevention Policy (CA) Religious Accommodations Policy (CA)
Effective July 1, 2024, California law requires most California employers to create a written workplace violence prevention plan, a workplace violence incident log (consistent with OSHA standards), a workplace violence prevention curriculum specific to the employer, and annual training for all employees concerning ...
Certain policies are mandatory and must be included in your employee handbook. For example, California employers must have a written harassment, discrimination and retaliation prevention policy. Including these policies clarifies for employees their rights and obligations, and protects you from potential liability.
The topics included in the employee handbook should cover the employer's mission statement, equal employment opportunity statement, contractual disclaimer and at-will employment statement (where allowed), purpose of the employee handbook, and background information on the company.
How to Organize Your Employee Handbook Start With a Preface. Provide an Overview of Your Company. Orientation: Describe the First Day of Work. Cover Time and Attendance Policies. Follow With Conduct Policies. List All of Your Amazing Benefits. Make Performance Policies Clear. Keep Your Handbook Accessible Online.