This Handbook provides an overview of federal laws addressing employer-employee rights and obligations. Information discussed includes wages & hours, discrimination, termination of employment, pension plans and retirement benefits, workplace safety, workers' compensation, unions, the Family and Medical Leave Act, and much more in 25 pages of materials.
Employee Handbook For Restaurant In Phoenix
Category:
State:
Multi-State
City:
Phoenix
Control #:
US-002HB
Format:
Word;
PDF;
Rich Text
Instant download
Description
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FAQ
How to write an employee handbook Include your company's mission statement. Write a brief section on company history. State any legal declarations. Explain your dress code. Include details about work hours. Define duties. Include department-specific policies. Describe company benefits.
What should not be included in an employee handbook? Legalese. Company procedures, work processes, and job descriptions should not be included so that you will not need to update the entire handbook each time one of these changes. Health and welfare benefits details.
5 little-known policies that need to be in your employee handbook Dress code policy. Employee dating policy. Flexible work arrangement policy. Gifts and favors policy. Employee complaint-resolution policy.
What Goes Into an Employee Handbook? Company Values and Mission Statement. General Employment Information. Anti-Discrimination and Anti-Harassment Laws. Standards of Conduct. Employee Benefits. Confidentiality / Non-Disclosure Agreement / Conflict of Interest. Disciplinary Policies. Disclaimer.
How to make a restaurant schedule 1) Set up shifts. 2) Establish a schedule for scheduling. 3) Create a restaurant schedule template. 4) Consider business needs and employee strengths. 5) Vary your employees' shifts. 6) Schedule busy shifts first. 7) Avoid back-to-back shifts. 8) Honor time-off requests whenever possible.
What to include in an employee handbook. An employee handbook should include your business's policies, your expectations of your employees, and what your employees can expect from your business. It should lay out your legal obligations as an employer and your employees' rights.
Building or updating an employee handbook and ensuring it complies with all federal and state policies can take as long as 8 weeks without the right tools.
Although employee handbooks aren't required in Arizona, you may run into significant problems without one. For example: You won't be able to communicate company policies and expectations to your employees as effectively.
Generally speaking, an employee handbook is not a legally binding contract unless it explicitly states that it is. However, certain statements in the handbook can be interpreted as contractual promises if they are specific enough and imply mutual obligations between employer and employee.
Most employers are surprised to learn that California does not require companies to have an employee handbook.