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.

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.

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Disclaimer for Personnel or Employee Manual or Handbook

New Hampshire Disclaimer for Personnel or Employee Manual or Handbook

Name: New Hampshire 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

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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. New Hampshire Disclaimer for Personnel or Employee Manual or Handbook In New Hampshire, employers are required to provide their employees with a comprehensive Personnel or Employee Manual or Handbook to inform them about company policies, procedures, and expectations. To ensure compliance and protect the employer's interests, it is crucial to include a New Hampshire Disclaimer within the manual or handbook. The purpose of the disclaimer is to clarify certain legal aspects and inform employees about their rights, responsibilities, and the nature of the employment relationship. The specific types of New Hampshire Disclaimers that can be included in a Personnel or Employee Manual or Handbook are: 1. At-Will Employment Disclaimer: New Hampshire is an at-will employment state, meaning that both the employer and employee have the right to terminate the employment relationship at any time and for any reason, unless otherwise specified by a contract or law. Including an At-Will Employment Disclaimer ensures that employees understand the nature of their employment. 2. Disclaimer Regarding Handbook Interpretation: This disclaimer clarifies that the Personnel or Employee Manual or Handbook is not an employment contract and that the employer reserves the right to interpret and modify the policies outlined within, as deemed necessary. It also highlights that the employer can revise or update the handbook without notice. 3. Equal Employment Opportunity (EEO) Disclaimer: New Hampshire prohibits workplace discrimination based on certain protected characteristics such as race, color, religion, sex, age, disability, national origin, or marital status. An EEO disclaimer reaffirms the employer's commitment to complying with state and federal anti-discrimination laws and provides employees with instructions on how to report any potential violations. 4. Disclaimer Regarding Not Legal Advice: This type of disclaimer states that the information provided in the Personnel or Employee Manual or Handbook is for general informational purposes only and should not be considered legal advice. It encourages employees to seek professional legal counsel regarding their individual situations. 5. Disclaimer regarding Employment Policies: This disclaimer emphasizes that the policies outlined in the Personnel or Employee Manual or Handbook are not exhaustive and that the employer may have additional policies or practices not specifically mentioned in the manual. It promotes the idea that the manual is a guiding resource but not an exhaustive representation of all workplace policies. Including these or similar disclaimers in a New Hampshire Personnel or Employee Manual or Handbook is essential to ensure employees understand their rights, responsibilities, and the nature of their employment relationship. Employers should consult with legal professionals or human resources specialists to tailor the disclaimers to their specific organizational needs and comply with New Hampshire employment laws.

New Hampshire Disclaimer for Personnel or Employee Manual or Handbook In New Hampshire, employers are required to provide their employees with a comprehensive Personnel or Employee Manual or Handbook to inform them about company policies, procedures, and expectations. To ensure compliance and protect the employer's interests, it is crucial to include a New Hampshire Disclaimer within the manual or handbook. The purpose of the disclaimer is to clarify certain legal aspects and inform employees about their rights, responsibilities, and the nature of the employment relationship. The specific types of New Hampshire Disclaimers that can be included in a Personnel or Employee Manual or Handbook are: 1. At-Will Employment Disclaimer: New Hampshire is an at-will employment state, meaning that both the employer and employee have the right to terminate the employment relationship at any time and for any reason, unless otherwise specified by a contract or law. Including an At-Will Employment Disclaimer ensures that employees understand the nature of their employment. 2. Disclaimer Regarding Handbook Interpretation: This disclaimer clarifies that the Personnel or Employee Manual or Handbook is not an employment contract and that the employer reserves the right to interpret and modify the policies outlined within, as deemed necessary. It also highlights that the employer can revise or update the handbook without notice. 3. Equal Employment Opportunity (EEO) Disclaimer: New Hampshire prohibits workplace discrimination based on certain protected characteristics such as race, color, religion, sex, age, disability, national origin, or marital status. An EEO disclaimer reaffirms the employer's commitment to complying with state and federal anti-discrimination laws and provides employees with instructions on how to report any potential violations. 4. Disclaimer Regarding Not Legal Advice: This type of disclaimer states that the information provided in the Personnel or Employee Manual or Handbook is for general informational purposes only and should not be considered legal advice. It encourages employees to seek professional legal counsel regarding their individual situations. 5. Disclaimer regarding Employment Policies: This disclaimer emphasizes that the policies outlined in the Personnel or Employee Manual or Handbook are not exhaustive and that the employer may have additional policies or practices not specifically mentioned in the manual. It promotes the idea that the manual is a guiding resource but not an exhaustive representation of all workplace policies. Including these or similar disclaimers in a New Hampshire Personnel or Employee Manual or Handbook is essential to ensure employees understand their rights, responsibilities, and the nature of their employment relationship. Employers should consult with legal professionals or human resources specialists to tailor the disclaimers to their specific organizational needs and comply with New Hampshire employment laws.

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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.

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.

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.

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

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.

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.

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.

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.

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.

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Employees and new hires can use them to answer questions they may have aroundand alcohol policies; Establish workplace rules; Provide a disclaimer for ... The disclaimer should also address the fact that the nonprofit has the right to make changes to its personnel policies and that the new policy manual supersedes ...Employee Guide NEW HAMPSHIRE. Below is a summary of important information, including select policies, to know about the Company. Company. An employee handbook with specific policies and procedures will eliminate confusionis fairly pro-business, but New Hampshire has taken a turn toward ...4 pages An employee handbook with specific policies and procedures will eliminate confusionis fairly pro-business, but New Hampshire has taken a turn toward ... Comply with all federal and state wage and hour laws. Consult with your attorney, the New Hampshire Department of Labor and your insurance carrier to make sure ... USNH and UNH policies. Balsamo Aff. ¶ 2, Doc. No. 16-7. 2. Policies, Documents, and Disclaimers. (a) Operating Staff Handbook.30 pages ? USNH and UNH policies. Balsamo Aff. ¶ 2, Doc. No. 16-7. 2. Policies, Documents, and Disclaimers. (a) Operating Staff Handbook. This past February the Appellate Division of the New Jersey SuperiorBy now, most employers are aware that employee handbooks or other ... By MA Chagares · 1989 · Cited by 48 ? fully discharged.2 With these employees advancing a number of the-Co., 114 N.H. 130, 132, 316 A.2d 549, 551 (1974) (indicating that the area of law ... Because USNH values its employees, its only purpose in involvinga notice of the drug conviction in the employee's personnel file in ... If an employee performs non-agricultural labor, the employer must pay overtime for all hours worked over 40 in that week. Minimum Wage6. NO. New Hampshire ...

Free Resources Listing Website: The Larger Picture: The Larger picture of the human resources function in the executive level includes a comprehensive overview of HR, a comprehensive organizational structure for an organization, and detailed HR policy information. The Larger picture: The Larger picture of the human resources function in the executive level includes a comprehensive overview of HR, a comprehensive organizational structure for an organization, and detailed HR policy information. The Human Resources Function: The Human Resource function at the executive level is the management and control function by which senior management decides what personnel processes to follow and the procedures that must be followed in order to fulfill the business duties of senior managerial personnel. It is at the human resources function that we have the most control and influence upon the operations of the business that we do.

New Hampshire Disclaimer for Personnel or Employee Manual or Handbook

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Are employee handbooks legally binding?

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Is it mandatory to have an employee handbook?

Do companies need employee handbooks?

What is a handbook disclaimer?

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