Employment Law Handbook With Exercises In San Diego
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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.
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.
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 option that is NOT generally found in a company's handbook is salary information for each employee. Explanation:A company handbook is a crucial document that contains vital information and guidelines regarding a company's policies, procedures, and rules.
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.
Let's discuss some of the common employee handbook mistakes to avoid. No Process in Place to Update Them. Unnecessary Complexity. Update Employees about the Changes in Employee Handbook. No Disclaimer. Weak Anti-Harassment Policy. Excessively Restrictive Disciplinary and Social Media Policies. No Input from the Legal Team.
The closest the federal government comes to mandating compliance training for all companies across all industries is for sexual harassment. The Equal Employment Opportunity Commission (EEOC) and the U.S. Supreme Court have strongly encouraged sexual harassment training and stressed its importance.
California: A Leader in Mandatory Training Under the California Fair Employment and Housing Act, employers with five or more employees must provide sexual harassment training to all employees—both supervisory and non-supervisory—every two years.
Most employers are surprised to learn that California does not require companies to have an employee handbook.
