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 In Los Angeles
Category:
State:
Multi-State
County:
Los Angeles
Control #:
US-002HB
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Word;
PDF;
Rich Text
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FAQ
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.
What should not be included in an employee handbook? Legalese. Company procedures, work processes, and job descriptions should not be included so that you will not need to update the entire handbook each time one of these changes. Health and welfare benefits details.
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.
Key Components of employee handbooks Company Values and Mission Overview. Comprehensive Employment Details. Compensation and Benefits. Employee Conduct and Discipline. Safety and Security. Technology and Equipment Usage. Training and Development. Disclaimer.
Employee handbook examples typically include onboarding processes, workplace policies on employee behavior, employee rights and responsibilities, rules on employee conduct, and offboarding processes. These employee handbook examples ensure that employees are aware of their roles within the company.
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.
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.
In the United States, it is legal for certain employers to require an annual physical. However, if your employer requires a yearly physical, they can't mandate who you choose as your doctor.
Even if you have an active job, taking time for structured exercise can be beneficial for your mental health. In summary, while an active job can contribute to your overall physical activity levels, incorporating structured workouts can enhance fitness, support health goals, and provide mental health benefits.
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.