Employee Handbook Delete Alternative Choice For Free

All company handbooks should contain a prominent disclaimer reserving the right to change the handbook as needed. However, before undertaking any major change, such as retracting the handbook or taking away benefits outlined in it, you must seek professional advice from an employment attorney.

Employees and HR staff are on the same page as to how legal mandates such as FMLA are handled in the company. Employers use the policies in an employee handbook to protect themselves from lawsuits, such as harassment claims, wrongful employment termination claims, and discrimination claims.

Ideally, the actual policy or the handbook specifically states that the employer may change or modify the policy at any time. If it does not, consider adding such a statement. Check collective bargaining agreements for restrictions on changing policies.

Though there are many laws requiring employers to notify employees of certain workplace rights, there are actually no federal or state laws specifically requiring an employer to have an employee handbookand plenty of employers choose not to have one.

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.

There are many policies that are important to have in your handbook....Here are a few that sometimes get overlooked:at-will employer/disclaimer.injury reporting.equal employment opportunity.harassment/discrimination.hours of work/meal breaks.FMLA.Internet/e-mail.reasonable accommodation.More items...?Jul 5, 2011

Additionally, it is important to realize that an employer can generally change its handbook or personnel policy at anytime, so if your employer sends out a personnel policy update be sure to read through it to be aware of your rights.