Employee Handbook Hide Cross For Free

Here's what you need to know: In at-will states, employers can fire anyone for any reason. But even in other states, gossip can be considered creating a hostile work environment and can lead to disciplinary action eventually leading to termination.

With few exceptions, employers shouldn't engage in discussions about other employees or disclosures concerning employees with their coworkers.

Employers routinely disclose employees' personal information to other companies for business purposes, such as administering payroll and health benefits.Employees' personal information, however, should be protected from inappropriate use or from being willfully re-disclosed without authorization.

A rule that employee handbooks and their contents are confidential and may not be disclosed to third parties violates the Act, unless tailored to protect specific employer proprietary information unrelated to terms and conditions of employment.

Confront your boss about the problem. Focus on the details of the issue. Check in regularly with your boss to avoid further issues. Look for a new job.

Omitting Disclaimers. 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.

For example, the following information should be kept confidential: Insurance and benefit enrollment forms and claims information. Medical exam information. Workers' compensation records.