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 Laws In San Diego
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State:
Multi-State
County:
San Diego
Control #:
US-002HB
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Word;
PDF;
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FAQ
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.
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.
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.
Certain policies are mandatory and must be included in your employee handbook. For example, California employers must have a written harassment, discrimination and retaliation prevention policy. Including these policies clarifies for employees their rights and obligations, and protects you from potential liability.
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.
Employee handbooks often contain information about the process of reviews and assessments of job performance. Explain why you believe assessments are important. Next, detail your process and provide timelines for when these reviews happen. Provide the standards used to assess employees if possible.
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.
Small businesses can also benefit from providing their employees with an employee handbook. While they're not mandatory, a well-crafted HR handbook is a single source of information that clearly conveys company culture, practices and policies to employees.
If you don't have an employee handbook, opposing counsel will likely use the absence of a handbook to prove the absence of any consistent policies or procedures upon which employees are treated.