A well-rounded employee handbook is a cornerstone of any business. Employee handbooks can help businesses avoid litigation and can be a positive way of informing staff about company policies and their rights and duties in the workplace. The following is an overview of several clauses employers may want to consider including in their employee handbooks.
Policies required by law
There are certain clauses that, by law, should be included in an employee handbook. Employers of a certain size must follow the federal Family Medical Leave Act, and workers should be given the basics of this Act. In addition, employers should include equal employment and non-discrimination policies as covered by the U.S. Department of Labor in their employee handbook. State workers’ compensation policies should also be included in an employee handbook.
Other clauses to include in an employee handbook
There are a variety of other clauses to include in an employee handbook. First, it should be explicitly stated that the handbook is not a contract. In addition, it can help to include a clause stating that the current employee handbook takes precedence over any previous policy documents. In addition, an employee handbook should contain a clause stating the provisions in the handbook may be subject to change. Finally, an employee handbook should contain an acknowledgment clause that the employee signs, verifying that they are aware of the laws and policies in the handbook.
Learn more about employment law
Ultimately, this post is for educational purposes only and does not contain legal advice. Employers who want to learn more about employment law topics are encouraged to explore our firm’s website for further information.