Employee Handbook Edit For Free

Unless the text of an employee handbook clearly indicates otherwise, an employee handbook can be considered a legally binding document between an employer and its employees.In most cases, courts consider an employee handbook to be an extension of the employee contract.

Ideally, the actual policy or the handbook specifically states that the employer may change or modify the policy at any time. If it does not, consider adding such a statement. Check collective bargaining agreements for restrictions on changing policies.

Though there are many laws requiring employers to notify employees of certain workplace rights, there are actually no federal or state laws specifically requiring an employer to have an employee handbookand plenty of employers choose not to have one.

Courts in the United States find that the employee handbooks and various papers signed by the employee constitute an implied contract between the worker and employer. Without a waiver, the guidelines and policies that the company enacts do not create contractual rights.

All company handbooks should contain a prominent disclaimer reserving the right to change the handbook as needed. However, before undertaking any major change, such as retracting the handbook or taking away benefits outlined in it, you must seek professional advice from an employment attorney.

How to Amend an Employee HandbookStep 1: Review Current Handbook to Identify Inaccuracies and Inconsistencies.Step 2: Assemble All Materials Reflecting Changes in Policies or Procedures.Step 3: Assemble All Materials Reflecting No Policies or Procedures.Step 4: Conduct Research to Identify Current and Emerging Trends.More items...

Employee handbooks should be reviewed and updated at least on an annual basis, and an employer may want to consider reviewing the handbook every six months.