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 Law Handbook With Exercises In Riverside
Category:
State:
Multi-State
County:
Riverside
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.
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.
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.
Workplace laws Federal laws require employers to act fairly and protect the health of employees. Review this chart for an overview of the most common laws.
Employment law is the area of law that governs the employer-employee relationship. This area is made up of both state and federal laws and includes many different subjects with the common goal to protect workers' rights. Employment law covers everything from human resources to labor relations.
Employment laws establish minimum wage and overtime requirements, guarantee safe working conditions, and provide benefits such as workers' compensation and unemployment insurance.
New York is an 'at-will' employment State. Without a contract restricting termination, generally an employer has the right to discharge an employee at any time for any, or no, reason, providing it is not an act of illegal retaliation or discrimination (see below).