Updated with respect to The National Labor Relations Board’s August 2023 Stericycle ruling, which adopted a new legal standard for evaluating the validity of workplace rules under the National Labor Relations Act.
An employer may use this policy to notify job applicants and employees of its intent to perform a background check. An employer may not conduct a background check without written authorization from job applicants or employees.
An employer may use this policy when sponsoring foreign nationals to work for it in the US. An immigration policy sets expectations so that a foreign national is aware at the outset of his or her responsibilities as well as the employer's.
As mandated by the Massachusetts Department of Criminal Justice Information Services, covered employers should consider implementing the Massachusetts Criminal Offender Record Information (CORI) Model Policy.
An employer may use this Nondisclosure of Confidential Employer Information Contract Clause to protect all non-public business information, including confidential and proprietary information and trade secrets, from being released publically by the employee.
An employer may use this policy to ensure that the employer has secured its right to terminate employment at-will. The At-will Employment Policy should be communicated to all at-will employees at the commencement of employment.
An employer may use this policy to inform employees of prohibited drug and alcohol use and to inform employees of the company drug and alcohol testing requirements. Drug and alcohol testing constitutes a medical inquiry under the Americans with Disabilities Act and, as a result, this policy may only be used after an employer extends an offer of employment to a prospective employee.
Templates to help you create legally compliant documents relating to recruiting and hiring.
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