Many people don't realize that the law does not require you to have an employee handbook. It does require companies to remain compliant with the law and make certain disclosures—and that's where employee handbooks come in. Some reasons to have employee handbooks are to maintain management integrity; prevent sexual harassment and other employment claims; manage leave, including vacation, family and medical leave; and much more.
- The big question is, why have an employee handbook?…Many people are surprised…when I tell them there is no single law requiring a company…to have an employee handbook.…While it may not be a legal requirement,…most companies understand the value…of having an employee handbook.…There are three main reasons why you wanna…have a great employee handbook.…First, employee handbooks…are an important risk management tool.…They help address numerous legal concerns,…such as sexual harassment and discrimination,…at-will employment, wage and hour practices,…the ADA, FMLA, safety, and more.…
Handbooks also include those quasilegal requirements such as…how to make a complaint,…how to record work time,…how to request leave of absence,…and what permissions are required to work overtime.…Many companies offer multiple employee handbooks…due to union contracts,…government contract requirements,…multistate locations with differing laws, and other factors.…Finally, employee handbooks are required in order…to purchase what is known…
- Recognize the company who had a major impact on the new wave of culture-first employee handbooks.
- Describe the characteristics of “at-will employment.”
- Identify the effect of the Faragher rule.
- Recall how many employees a company must have in order fall under the Family and Medical Leave Act.
- Determine a plan of action for a presentation when more than 10% of the employees speak a particular foreign language.