Employment Handbook With Exercises 3rd Edition In Washington
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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.
Starting with the basics, an employee handbook is a clear-cut document that outlines a company's policies and procedures. It also lays out any organizational expectations. It is not an employment agreement, so be sure to avoid using legal jargon.
Here's what should be included in an employee handbook; our template covers every important policy of an employee manual: Employment Basics. Workplace Policies. Code of Conduct. Compensation and development. Benefits and Perks. Working Hours, PTO and Vacation. Employee Resignation and Termination.
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.
Once the employer has updated the policies and formalized the common practices, legal counsel should review them, and HR should use these final policies for developing the employee handbook. Employers should also consider the National Labor Relations Board (NLRB) rulings and guidance pertaining to employee handbooks.
You must have a registered business to hire employees in Washington state. Businesses and domestic (household) employers must establish employer accounts to report employee hours and wages. To establish or reopen employer accounts, you must file a Business License Application with Business Licensing Service (BLS).
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.
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.
TUMWATER — Washington's minimum wage will rise to $16.66 an hour next year, a 2.35 percent increase over 2024. The Washington State Department of Labor & Industries (L&I) announced the increase today; it takes effect Jan. 1, 2025.
Beginning June 6, 2024, a new Washington law prohibits employers from requiring employees to attend meetings which have the primary purpose of communicating the employer's opinion on “religious” or “political” matters.
