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 Small Business In Illinois
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State:
Multi-State
Control #:
US-002HB
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Word;
PDF;
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FAQ
While there are no specific legal requirements for employee handbooks in Illinois, it is highly recommended that an employer create a handbook to protect themselves and inform employees of their rights and responsibilities.
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.
Can You Fire Someone for Not Signing The Employee Handbook? No, an employee cannot be fired for not signing an employee handbook. However, employers may require employees to sign the handbook as a condition of employment and can take disciplinary action if they refuse to do so.
While the law in California does not require businesses to create or distribute employee handbooks, the law does require every business to memorialize certain workplace policies in writing.
This means that employees cannot be scheduled for more than six (6) days in a row and employers are required to provide one 24-hour rest period within seven consecutive days. This rule applies to all full-time workers in Illinois, with just a few exceptions which we will discuss later in this article.
Most employers are surprised to learn that California does not require companies to have an employee handbook.
Employee handbook examples typically include onboarding processes, workplace policies on employee behavior, employee rights and responsibilities, rules on employee conduct, and offboarding processes. These employee handbook examples ensure that employees are aware of their roles within the company.
Forget to include any policies you are legally obligated to provide, such as FMLA. Overlook differences in federal, state and local law. Neglect to include information on leaving the company and how resignations, terminations and retirements will be handled.
While there are no specific legal requirements for employee handbooks in Illinois, it is highly recommended that an employer create a handbook to protect themselves and inform employees of their rights and responsibilities.
The topics included in the employee handbook should cover the employer's mission statement, equal employment opportunity statement, contractual disclaimer and at-will employment statement (where allowed), purpose of the employee handbook, and background information on the company.