This Handbook provides an overview of federal laws addressing employer-employee rights and obligations. Information discussed includes wages & hours, discrimination, termination of employment, pension plans and retirement benefits, workplace safety, workers' compensation, unions, the Family and Medical Leave Act, and much more in 25 pages of materials.
Employment Handbook With Exercises 3rd Edition In Hillsborough
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State:
Multi-State
County:
Hillsborough
Control #:
US-002HB
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Word;
PDF;
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FAQ
Employee handbooks often contain information about the process of reviews and assessments of job performance. Explain why you believe assessments are important. Next, detail your process and provide timelines for when these reviews happen. Provide the standards used to assess employees if possible.
Forget to include any policies you are legally obligated to provide, such as FMLA. Overlook differences in federal, state and local law. Neglect to include information on leaving the company and how resignations, terminations and retirements will be handled.
What should your annual review include? Make sure you have the must-haves. Review key topics for compliance. Check on new multi-state laws and regulations. Make necessary annual updates. Consider updating evolving policies. Evaluate for inclusivity. Ensure handbook policies match reality.
5 little-known policies that need to be in your employee handbook Dress code policy. Employee dating policy. Flexible work arrangement policy. Gifts and favors policy. Employee complaint-resolution policy.
Workplace Conduct Rules: These may include dress code, attendance policy, use of technology, and other policies related to employee behavior in the workplace. Harassment Policy: Make sure this includes details about reporting incidents as well as consequences for violating the policy.
How to write an employee handbook Include your company's mission statement. Write a brief section on company history. State any legal declarations. Explain your dress code. Include details about work hours. Define duties. Include department-specific policies. Describe company benefits.
Check to see if the organization promised to provide advance notice of policy changes. If not, companies may generally change policy as desired. Ideally, the actual policy or the handbook specifically states that the employer may change or modify the policy at any time. If it does not, consider adding such a statement.
A good cadence is to review and update your employee handbook every one to two years, maximum. Ideally, this is an annual exercise.
Employee handbooks are not legally binding unless they explicitly state that they are. However, certain statements in the handbook can be interpreted as contractual promises if they are specific enough and imply mutual obligations between employer and employee.
California employers have the right to unilaterally change or terminate policies contained in their employee handbooks without having to be concerned about violating an implied contract of employment if they follow certain guidelines.
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