What is a handbook disclaimer?

All employee handbooks must include a disclaimer that nothing in the handbook creates a contract for employment or alters the employee's at-will employment relationship. While you are at it, take out the 90-day probationary period language if your employees are at will.

Is it mandatory to have an employee handbook?

There is no law that requires your company to have an employee handbook. There are, however, federal and state laws that you need to follow, and the best way to demonstrate that you're following them is with policies in an employee handbook. In addition, your employees should be able to easily access those guidelines.

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Disclaimer for Personnel or Employee Manual or Handbook

North Carolina Disclaimer for Personnel or Employee Manual or Handbook

Name: North Carolina Disclaimer for Personnel or Employee Manual or Handbook
Brand: US Legal Forms
Rating: 4.87 (268 reviews)

Category:

Employment - Policies and Procedures

State:

Multi-State

Control #:

US-00553BG

Format:

Instant download

Description

If an employment contract does not have a definite duration, it is terminable at will. This is called employment at will. Under the employment at will doctrine, the employer has historically been allowed to terminate the contract at any time for any reason or for no reason. However, written personnel policies used as guidelines for the employee have been interpreted by some courts as restricting the employer's right to discharge at-will employees without just cause. Employee handbooks or personnel manuals have been construed as part of the employee's contract. This is why all personnel manuals and employee handbooks should contain a disclaimer. The attached form is a sample of such a disclaimer. Title: North Carolina Disclaimer for Personnel or Employee Manual or Handbook — Types and Detailed Description Introduction: A North Carolina Disclaimer for Personnel or Employee Manual or Handbook is a legally important document that helps employers communicate certain disclaimers and limitations to employees regarding the content of their personnel manual or employee handbook. It ensures employees are aware of the intent and scope of the provided information, protects the employer from potential misuse of the manual, and helps establish an understanding between the employer and employees. Different types of disclaimers can be included based on specific needs and circumstances. Types of North Carolina Disclaimer for Personnel or Employee Manual or Handbook: 1. General Disclaimer: This type of disclaimer is the primary component of any personnel manual or handbook in North Carolina. It states that the manual does not create a contractual obligation between the employer and employee, and the employee's employment is at-will unless otherwise specified. Keywords: North Carolina, Personnel Manual Disclaimer, Employee Handbook Disclaimer, contractual obligation, at-will employment. 2. Clarification Disclaimer: This disclaimer addresses any potential misunderstandings that an employee may have about the manual. It explicitly mentions the handbook's purpose as a guide for employees and does not guarantee a specific outcome or employment terms. Keywords: North Carolina, Personnel Manual Disclaimer, Employee Handbook Disclaimer, handbook purpose, guide, employment terms. 3. Exclusion of Liability Disclaimer: This disclaimer highlights that the information in the manual is provided "as is" and the employer cannot be held liable for any inaccuracies, omissions, or damages resulting from using the manual's content. Keywords: North Carolina, Personnel Manual Disclaimer, Employee Handbook Disclaimer, exclusion of liability, inaccuracies, omissions, damages. 4. Change of Policies Disclaimer: This type of disclaimer asserts the employer's right to modify policies listed in the manual or handbook without prior notice. It clarifies that the employer can update, add, or remove any policies as deemed necessary without creating a contractual obligation. Keywords: North Carolina, Personnel Manual Disclaimer, Employee Handbook Disclaimer, policy changes, modification, no contractual obligation. 5. Legal Compliance Disclaimer: This disclaimer emphasizes that employees must familiarize themselves with all applicable state and federal laws and regulations, and the manual only serves as a reference guide to assist with understanding these legal requirements. Keywords: North Carolina, Personnel Manual Disclaimer, Employee Handbook Disclaimer, legal compliance, state laws, federal regulations, reference guide. Conclusion: Each type of North Carolina Disclaimer for Personnel or Employee Manual or Handbook serves a specific purpose in clarifying the employer-employee relationship, limitations, and responsibilities. By including these disclaimers, employers can minimize potential misunderstandings, maintain flexibility in policy changes, and ensure adherence to relevant laws and regulations.

Title: North Carolina Disclaimer for Personnel or Employee Manual or Handbook — Types and Detailed Description Introduction: A North Carolina Disclaimer for Personnel or Employee Manual or Handbook is a legally important document that helps employers communicate certain disclaimers and limitations to employees regarding the content of their personnel manual or employee handbook. It ensures employees are aware of the intent and scope of the provided information, protects the employer from potential misuse of the manual, and helps establish an understanding between the employer and employees. Different types of disclaimers can be included based on specific needs and circumstances. Types of North Carolina Disclaimer for Personnel or Employee Manual or Handbook: 1. General Disclaimer: This type of disclaimer is the primary component of any personnel manual or handbook in North Carolina. It states that the manual does not create a contractual obligation between the employer and employee, and the employee's employment is at-will unless otherwise specified. Keywords: North Carolina, Personnel Manual Disclaimer, Employee Handbook Disclaimer, contractual obligation, at-will employment. 2. Clarification Disclaimer: This disclaimer addresses any potential misunderstandings that an employee may have about the manual. It explicitly mentions the handbook's purpose as a guide for employees and does not guarantee a specific outcome or employment terms. Keywords: North Carolina, Personnel Manual Disclaimer, Employee Handbook Disclaimer, handbook purpose, guide, employment terms. 3. Exclusion of Liability Disclaimer: This disclaimer highlights that the information in the manual is provided "as is" and the employer cannot be held liable for any inaccuracies, omissions, or damages resulting from using the manual's content. Keywords: North Carolina, Personnel Manual Disclaimer, Employee Handbook Disclaimer, exclusion of liability, inaccuracies, omissions, damages. 4. Change of Policies Disclaimer: This type of disclaimer asserts the employer's right to modify policies listed in the manual or handbook without prior notice. It clarifies that the employer can update, add, or remove any policies as deemed necessary without creating a contractual obligation. Keywords: North Carolina, Personnel Manual Disclaimer, Employee Handbook Disclaimer, policy changes, modification, no contractual obligation. 5. Legal Compliance Disclaimer: This disclaimer emphasizes that employees must familiarize themselves with all applicable state and federal laws and regulations, and the manual only serves as a reference guide to assist with understanding these legal requirements. Keywords: North Carolina, Personnel Manual Disclaimer, Employee Handbook Disclaimer, legal compliance, state laws, federal regulations, reference guide. Conclusion: Each type of North Carolina Disclaimer for Personnel or Employee Manual or Handbook serves a specific purpose in clarifying the employer-employee relationship, limitations, and responsibilities. By including these disclaimers, employers can minimize potential misunderstandings, maintain flexibility in policy changes, and ensure adherence to relevant laws and regulations.

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FAQ

Most employers are surprised to learn that California does not require companies to have an employee handbook. However, the Fair Employment and Housing Act (FEHA) requires that California employers with at least five employees distribute written harassment, discrimination, and retaliation prevention policies.

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 document them in an official handbook.

All employee handbooks must include a disclaimer that nothing in the handbook creates a contract for employment or alters the employee's at-will employment relationship. While you are at it, take out the 90-day probationary period language if your employees are at will.

There is no law that requires your company to have an employee handbook. There are, however, federal and state laws that you need to follow, and the best way to demonstrate that you're following them is with policies in an employee handbook. In addition, your employees should be able to easily access those guidelines.

The purpose is to protect the employer from claims that an employee's job was considered permanent. Employment-at-will disclaimers make it clear that the employee fills the job at the employer's discretion and that the employer can decide at any time to sever the employment relationship.

The Employee agrees and acknowledges that this Agreement is not an employment contract for a term and that the Employee has the right to resign from the Employer, and the Employer has the right to terminate its employment of the Employee at will, at any time, for any or no reason, with or without cause, consistent with

Failing to have a manual and HR policies is not illegal it's just irresponsible. If your employer does not provide you with clear-cut employment policies, ask what is expected of you. Record any wrongdoing within the company. Save evidence for your own records.

Employee handbooks are also used as a way to protect the employer against certain claims, such as unfair treatment claims. Unless the text of an employee handbook clearly indicates otherwise, an employee handbook can be considered a legally binding document between an employer and their employees.

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.

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All other employees must reside within a 50-mile radius of Albemarle City Hall located at 144 North Second Street, Albemarle, NC. Hiring the new employee. 8. Managing. 9. Harassment and discrimination. 10. Performance reviews. 11. Personnel files. 12. Personnel manuals.39 pagesMissing: Disclaimer ? Must include: Disclaimer Hiring the new employee. 8. Managing. 9. Harassment and discrimination. 10. Performance reviews. 11. Personnel files. 12. Personnel manuals.For purposes of this section, a disclaimer in a handbook or personnel manual must be in underlined capital letters on the first page of the document and signed ... Its policies have been drafted to create as few promises to employees as possible and to help municipal employers deal with practical issues that arise in the ...43 pages Its policies have been drafted to create as few promises to employees as possible and to help municipal employers deal with practical issues that arise in the ... If you need help evaluating the legal considerations of your employee handbook, an experienced North Carolina employment lawyer can help. Even employees who are out of work on leave should receive a new manual,New York, North Dakota, Ohio, Oklahoma, Oregon, Pennsylvania, South Carolina, ... The issuance of this personnel policy manual does not constitute apractice in North Carolina in accordance with 12 NCAC 9B.0101.59 pages ? The issuance of this personnel policy manual does not constitute apractice in North Carolina in accordance with 12 NCAC 9B.0101. Article 5, and G.S. 126 of the General Statutes of North Carolina.and maintain a personnel file for each county employee containing ... Currituck County is sincerely concerned with the safety and welfare of our employees and the public they serve. We acknowledge an obligation as an employer to ...

North Carolina Disclaimer for Personnel or Employee Manual or Handbook

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Do companies need employee handbooks?

What if my company doesn't have an employee handbook?

What is a handbook disclaimer?

Is it mandatory to have an employee handbook?

Why employers should place disclaimers in employee handbooks?

What is an employment disclaimer?

What happens if a company doesn't have an employee handbook?

Are employee handbooks legally binding?

Which guideline is important for employers to use with employment handbooks?

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What is the requirement for a disclaimer in a handbook or personnel manual?

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