US Legal Forms
Disclaimer for Personnel or Employee Manual or Handbook

Disclaimer for Personnel or Employee Manual or Handbook

Q: What should be included in a handbook?

Your company&#039;s history, mission, vision and goals. Your company&#039;s core values and culture. Human resources and legal information related to employment. Your company&#039;s policies. Employee benefits and perks.

Category:

Employment - Policies and Procedures

State:

Multi-State

Control #:

US-00553BG

Format:

Instant download

Description

If an employment contract does not have a definite duration, it is terminable at will. This is called employment at will. Under the employment at will doctrine, the employer has historically been allowed to terminate the contract at any time for any reason or for no reason. However, written personnel policies used as guidelines for the employee have been interpreted by some courts as restricting the employer's right to discharge at-will employees without just cause. Employee handbooks or personnel manuals have been construed as part of the employee's contract. This is why all personnel manuals and employee handbooks should contain a disclaimer. The attached form is a sample of such a disclaimer.

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FAQ

Name and details of the person who is sending the letter. Name and details of the person/company to whom the letter is been sent (recipient) Date of sending the acknowledgement letter. The subject of the letter stating the reason for writing it. Statement of confirmation of receipt of the item.

Introduces employees to your culture, mission and values. Communicates to employees what is expected of them. Educates employees about what they can expect from management and leadership. Helps ensure key company policies are clearly and consistently communicated.

Your company's history, mission, vision and goals. Your company's core values and culture. Human resources and legal information related to employment. Your company's policies. Employee benefits and perks.

Remember: people will read this. People will read the Acknowledgments section and it will impact themespecially the people who are in them. Start with a list of who will go in (by full name) Be specific for the important people. Be sincere in your thanks. Don't worry about length.

Use a company letterhead. Use electronic or paper letterhead. Write acknowledgment statement. Referring to the document by name, version number if applicable and state that the recipient has received the document. Sign and date. Explain the next step. Provide contact information.

Give Shout-Outs. Offer fun projects or professional/personal development opportunities. Take them to lunch. Distribute non-cash rewards. Loosen the reins. Throw a competition, party, or potluck. Encourage peer-to-peer recognition.

Unless the text of an employee handbook clearly indicates otherwise, an employee handbook can be considered a legally binding document between an employer and its employees.In most cases, courts consider an employee handbook to be an extension of the employee contract.

Refer to any previous conversations about the employment (if applicable). Express your acceptance of the job position given to you. Refer to the prior arrangements regarding your employment such as the terms and contract. Express your enthusiasm about the position.

Company culture, values, and a mission statement. Human resource and legal information as well as rights and obligations related to employment. Realistic expectations; both what the company expects to see from its employees and what employees can expect from the company.