Employee Handbook


All employers need a written Employee Handbook, to protect their company from legal risks; set forth policies and procedures to guide employees and supervisors; and provide information on company benefits. Additionally, almost all handbooks that are more than a year or two old need revisions to be in compliance with current federal or state laws or court decisions.

Contact Employer’s Legal Advisor with assistance in creating or updating your Employee Handbook. We work with you to ensure that your handbook is in compliance with legal requirements, but also that it reflects your operations and the type of company you are!

The following is a list of typical provisions in Employee Handbooks (those that are required by law or strongly recommended are marked with an asterisk (*):


INTRODUCTION
EQUAL EMPLOYMENT OPPORTUNITY* (including ADA language)
POLICY AGAINST HARASSMENT/SEXUAL HARASSMENT*
EMPLOYEE DATING/PERSONAL RELATIONSHIPS
EMPLOYMENT AT WILL*
CLASSIFICATIONS

MANDATED BENEFITS
HOLIDAYS
VACATION
HEALTH INSURANCE
COMMUNICATIONS*

PAY PERIODS/PAYMENT OF WAGES*
NORMAL WORKING HOURS*
MEAL PERIODS/BREAKS*
OVERTIME
PAYROLL DEDUCTIONS
GARNISHMENTS, ATTACHMENTS, AND JUDGMENTS
EXPENSE REIMBURSEMENT

BULLETIN BOARDS
SOLICITATION/DISTRIBUTION OF LITERATURE*
DRESS AND GROOMING POLICY
EMPLOYEE RECORDS
I-9 REQUIREMENTS
PROPER USE OF THE TELEPHONE
VISITORS IN THE WORKPLACE

ABSENCES AND TARDINESS
LEAVES OF ABSENCE*

STANDARDS OF CONDUCT
ETHICS POLICY
DISCIPLINARY PROCEDURES

USE OF COMPANY VEHICLE/DRIVING ON COMPANY BUSINESS*

TRANSPORTATION

SAFETY
OFFICE EQUIPMENT/ELECTRONIC COMMUNICATIONS POLICY
SECURITY INSPECTIONS OF PROPERTY/SURVEILLANCE

CONFIDENTIALITY

LAYOFF AND RECALL

TERMINATION OF YOUR EMPLOYMENT

EMPLOYEE RECEIPT AND ACKNOWLEDGMENT*

DRUG POLICY (may be separate from the handbook)