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Disclaimer for Personnel or Employee Manual or Handbook

Bronx New York Disclaimer for Personnel or Employee Manual or Handbook

Name: Bronx New York Disclaimer for Personnel or Employee Manual or Handbook
Brand: US Legal Forms
Rating: 4.87 (268 reviews)

Category:

Employment - Policies and Procedures

State:

Multi-State

County

Bronx

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

Employee handbooks are also used as a way to protect the employer against certain claims, such as unfair treatment claims. Unless the text of an employee handbook clearly indicates otherwise, an employee handbook can be considered a legally binding document between an employer and their employees.

A policies and procedures manual is a reference tool for managers and supervisors. This tool is much more complete in detail than the employee handbook and should be used for back-up when more information is needed to explain a policy or when a deeper understanding of a process is desired.

While not required by State or Federal law, New York businesses should consider including these policies in their Employee Handbook: Outside Employment Policy. Health and Safety Policy.

Are employee handbooks a legal requirement? Employee handbooks are not a legal requirement on their own. However, it is a legal requirement for employees to be made aware of all company policies, and handbooks are one of the easiest ways to achieve this.

California does not require employers to have a handbook. However, if you create a handbook, there are policies that must be included.

The Employee agrees and acknowledges that this Agreement is not an employment contract for a term and that the Employee has the right to resign from the Employer, and the Employer has the right to terminate its employment of the Employee at will, at any time, for any or no reason, with or without cause, consistent with

And if your company doesn't have a handbook, managers and employees will need to rely on the company's institutional memory to ensure that policies are consistently applied. Work policies and expectations also take on more importance and are more likely to be followed when you document them in an official handbook.

Employee Handbooks: What you need to know 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.

All employee handbooks must include a disclaimer that nothing in the handbook creates a contract for employment or alters the employee's at-will employment relationship. While you are at it, take out the 90-day probationary period language if your employees are at will.

More info

Procedures, Handbooks and Collective Bargaining Agreements). Personnel Handbook for Faculty and Pro- fessional Staff, Academic Catalog, Student.RULES AND REGULATIONS. HANDBOOK. 2018-2019. Do not hesitate to call your doctor or ask any member of our staff for additional information. Also included in the Guide to help identify and organize adaptation options that interest you. ThenNew York City Mayor Bill DeBlasio speaks in the Bronx on Aug.

Bronx New York Disclaimer for Personnel or Employee Manual or Handbook

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