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 Middlesex
Category:
State:
Multi-State
County:
Middlesex
Control #:
US-002HB
Format:
Word;
PDF;
Rich Text
Instant download
Description
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FAQ
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.
And if your company doesn't have a handbook, managers and employees will need to rely on the company's “institutional memory” to ensure that policies are consistently applied. Work policies and expectations also take on more importance and are more likely to be followed when you codify them in an official handbook.
Once the employer has updated the policies and formalized the common practices, legal counsel should review them, and HR should use these final policies for developing the employee handbook. Employers should also consider the National Labor Relations Board (NLRB) rulings and guidance pertaining to employee handbooks.
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.
It has been worth it for me! I was entry level when I took it and it helped me get into that mid level and now managing HR. I'd say it gave me an extra 3 years of experience worth of credibility. Overall, I think it's just a signal that you are genuinely interested in the field and know your stuff.
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.
Employee handbooks are not legally binding unless they explicitly state that they are. 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.
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.