Overview: To create employee handbooks that are effective, employers should include all necessary workplace policies, procedures and practices. In many instances, this policy manual can serve as an employer's best defense in defending any workplace practice or action such as the enforcement of a dress code policy or the investigation of a claim for sexual harassment in the workplace. An employer should ensure that all of the policies in the employee handbook are communicated to all employees and supervisors and that proper training on the policies is provided to the employees. An employer should frequently review the policies in its handbook to see if any need updating based on a change in any law or workplace practice or as the result of a workplace incident which requires clarification of a policy.
Trends: While best practice is to include a disclaimer in the employee handbook in order to prevent it from becoming part of an employment contract, employers should be aware that the National Labor Relations Board has ruled that an overly broad at-will disclaimer in an employee handbook may violate the National Labor Relations Act by infringing upon the rights of both union and non-union employees to engage in a protected concerted activity, i.e., working collectively to improve working conditions. Employers should also be aware that in confronting the diverse workforce of today, it may be necessary for employers to develop handbooks and policies in multiple languages to address employee needs.
Author: Beth Zoller, JD, Legal Editor
Table of contents containing links to all available California policy statements along with national statements which may also be considered for inclusion in a California employee handbook.
California employers seeking to emphasize compliance with, and educate their workforces about this law, should consider including this model policy statement in their handbook.
Rhode Island employers seeking to educate employees, including supervisors, about the availability of jury duty and to demonstrate their compliance with Rhode Island's jury duty leave law should consider including this model policy statement in their handbook.
Tennessee employers seeking to educate employees about the availability of military leave and to demonstrate their compliance with Tennessee's military leave law should consider including this model policy statement in their handbook.
Florida employers who are located in, or do business within, Miami-Dade County and have 10 or more employees who are regularly scheduled to work a minimum of 35 hours per week, should consider including this model policy statement in their handbook.
New Hampshire employers seeking to emphasize compliance with and educate their workforces about the law prohibiting employers from requiring that employees not disclose or discuss information about their wages, salary or paid benefits should consider including this model policy statement in their handbook.
Table of contents containing links to all the policy statements available for Tennessee, which together combine to form a suggested supplement to an employee handbook.
In-depth review of the spectrum of Virginia employment law requirements HR must follow with respect to employment at-will.
Philadelphia employers that are not chain establishments and that have fewer than 10 employees should consider including this model policy statement in their handbook.
Philadelphia employers with 10 or more employees or employers that are chain establishments should consider including this model policy statement in their handbook.
HR guidance on how to create employee handbooks that includes all employment policies and practices.