What is an employee 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

Pennsylvania Disclaimer for Personnel or Employee Manual or Handbook

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

Category:

Employment - Policies and Procedures

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Multi-State

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US-00553BG

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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. Pennsylvania Disclaimer for Personnel or Employee Manual or Handbook: A Pennsylvania Disclaimer for Personnel or Employee Manual or Handbook is a legal statement included in these documents to outline the limitations of liability and ensure that all employees are aware of their rights and responsibilities within the organization. This disclaimer serves as a protective measure for the company, clarifying that the contents of the manual or handbook are not binding contracts or guarantees of employment. Keywords: Pennsylvania, Disclaimer, Personnel, Employee Manual, Handbook The Pennsylvania Disclaimer for Personnel or Employee Manual or Handbook typically includes the following information: 1. Disclaimer of Contractual Relationship: This section clarifies that the manual or handbook does not create an employment contract between the company and its employees. It emphasizes that employment is "at-will," meaning either party can terminate the employment relationship at any time for any reason that is not discriminatory or illegal. 2. Discretionary Changes: This section states that the company reserves the right to change, modify, or terminate policies, procedures, and benefits outlined in the manual or handbook at its discretion. It informs employees that they should not rely solely on the content of the manual or handbook, as it may be subject to changes. 3. Compliance with Applicable Laws: The disclaimer highlights that all policies and procedures provided in the manual or handbook are subject to federal, state, and local laws in Pennsylvania. This section emphasizes that the organization will strive to remain in compliance with these laws, but cannot guarantee absolute accuracy or timeliness due to potential legal changes. 4. Employee Responsibility: This part states that employees have a responsibility to read, understand, and comply with the policies and procedures outlined in the manual or handbook. It emphasizes that failure to do so may result in disciplinary action, up to and including termination. 5. Effective Date: The Pennsylvania Disclaimer for Personnel or Employee Manual or Handbook includes an effective date, stating when the disclaimer becomes applicable. This ensures that employees are aware of when the document was last updated, further emphasizing the need for review and understanding. Types of Pennsylvania Disclaimers for Personnel or Employee Manual or Handbook: 1. General Disclaimer: This type of disclaimer is applicable to all employees within the organization, regardless of their position or department. It covers the overall policies, procedures, and benefits detailed in the manual or handbook. 2. Department-specific Disclaimer: In some cases, companies may provide separate manuals or handbooks for different departments within the organization. In such cases, a department-specific disclaimer may be necessary to address any variations or additional policies applicable only to certain employees. 3. Updates and Revisions Disclaimer: If the company frequently updates or revises its manual or handbook, a separate disclaimer may be included to inform employees about the specific changes and their effective dates. This ensures that employees are aware of the most recent versions and clarifies any discrepancies with previous versions. In conclusion, a Pennsylvania Disclaimer for Personnel or Employee Manual or Handbook is a critical component of these documents to establish the legal boundaries of the employer-employee relationship. By including this disclaimer, companies can protect themselves while providing employees with essential information about their rights, obligations, and expectations within the organization.

Pennsylvania Disclaimer for Personnel or Employee Manual or Handbook: A Pennsylvania Disclaimer for Personnel or Employee Manual or Handbook is a legal statement included in these documents to outline the limitations of liability and ensure that all employees are aware of their rights and responsibilities within the organization. This disclaimer serves as a protective measure for the company, clarifying that the contents of the manual or handbook are not binding contracts or guarantees of employment. Keywords: Pennsylvania, Disclaimer, Personnel, Employee Manual, Handbook The Pennsylvania Disclaimer for Personnel or Employee Manual or Handbook typically includes the following information: 1. Disclaimer of Contractual Relationship: This section clarifies that the manual or handbook does not create an employment contract between the company and its employees. It emphasizes that employment is "at-will," meaning either party can terminate the employment relationship at any time for any reason that is not discriminatory or illegal. 2. Discretionary Changes: This section states that the company reserves the right to change, modify, or terminate policies, procedures, and benefits outlined in the manual or handbook at its discretion. It informs employees that they should not rely solely on the content of the manual or handbook, as it may be subject to changes. 3. Compliance with Applicable Laws: The disclaimer highlights that all policies and procedures provided in the manual or handbook are subject to federal, state, and local laws in Pennsylvania. This section emphasizes that the organization will strive to remain in compliance with these laws, but cannot guarantee absolute accuracy or timeliness due to potential legal changes. 4. Employee Responsibility: This part states that employees have a responsibility to read, understand, and comply with the policies and procedures outlined in the manual or handbook. It emphasizes that failure to do so may result in disciplinary action, up to and including termination. 5. Effective Date: The Pennsylvania Disclaimer for Personnel or Employee Manual or Handbook includes an effective date, stating when the disclaimer becomes applicable. This ensures that employees are aware of when the document was last updated, further emphasizing the need for review and understanding. Types of Pennsylvania Disclaimers for Personnel or Employee Manual or Handbook: 1. General Disclaimer: This type of disclaimer is applicable to all employees within the organization, regardless of their position or department. It covers the overall policies, procedures, and benefits detailed in the manual or handbook. 2. Department-specific Disclaimer: In some cases, companies may provide separate manuals or handbooks for different departments within the organization. In such cases, a department-specific disclaimer may be necessary to address any variations or additional policies applicable only to certain employees. 3. Updates and Revisions Disclaimer: If the company frequently updates or revises its manual or handbook, a separate disclaimer may be included to inform employees about the specific changes and their effective dates. This ensures that employees are aware of the most recent versions and clarifies any discrepancies with previous versions. In conclusion, a Pennsylvania Disclaimer for Personnel or Employee Manual or Handbook is a critical component of these documents to establish the legal boundaries of the employer-employee relationship. By including this disclaimer, companies can protect themselves while providing employees with essential information about their rights, obligations, and expectations within the organization.

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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.

What should not be included in an employee handbook?Legalese.Company procedures, work processes, and job descriptions should not be included so that you will not need to update the entire handbook each time one of these changes.Health and welfare benefits details.More items...?

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 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.

The offer letter, handbook and other documents do not constitute an employment contract. A statement regarding employment is at will and either party may terminate employment at any time, and for any reason provided that no local, state or federal laws are violated.

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.

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.

Though not required by law, employers should make every effort to receive signed handbook acknowledgments from all employees when first hired and at any time the handbook is updated.

The Pennsylvania Superior Court has held that employee handbooks can create an employment contract.

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An employee handbook will help cover your bases if issues arise in your organization. It establishes rules of conduct and behavior and puts some ... In a nod to employees, and as a matter of first impression, the Court held that general disclaimer provisions in an employee handbook may ...Moreover, an employee handbook is a useful tool for providing employees with that information that, by law, must already be delivered in writing (e.g., equal ... Pa. 1994)). Pennsylvania courts agree that an appropriate disclaimer in the employee handbook with regard to the at-will status of the employee is ...60 pages Pa. 1994)). Pennsylvania courts agree that an appropriate disclaimer in the employee handbook with regard to the at-will status of the employee is ... The employees brought their claims under Pennsylvania's Wage Payment andA disclaimer that a handbook does not change the at-will ... The handbook is used to inform employees about their job duties and expectations set by the employer. To learn more about the laws governing employee handbooks, ... One caveat to this touchstone of PA law is that an employee handbook can be construed as the embodiment of promises to a company's employees, overcoming the ... In New Jersey, an employee handbook may create an employment contract. An employer must include an explicit disclaimer within the handbook stating that it does ... We use our employee handbook to articulate the principles, policies, and benefits that are the foundation of our culture in many ways, and help give employees a ... Inform your staff of any updates to the staff manual on an ongoing basis.All employee handbooks should cover specific basic, ...

Email Search Policies FAQs Contact Form Support Search Privacy Policy Search Employee Benefits For our Employees at Asperity Benefits is a fully insured business in which the majority of the employees are covered by the federal government and state or local government. Many of our employees are also covered under the American Society of Pension Professionals, and have their benefits paid in the form of a deferred payment plan. Full insurance policies are available for a few categories of benefits, depending on the state of employment. All employees at Asperity Benefits are covered under a single plan that covers a variety of benefits, including health, life, dental and vision care. This plan is designed to address the needs of large business and individual employers of all sizes. Asperity Benefits is known throughout the country for being the highest quality insurance company in our industry.

Pennsylvania Disclaimer for Personnel or Employee Manual or Handbook

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What is an employee handbook disclaimer?

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Is an employee handbook a contract in Pennsylvania?

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