Employee Handbook Replace Sentence For Free

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.

What is an Employee Handbook? It is not a contract, but in California, it comes close. The employee handbook is legally binding, so employers want to be careful of their wording.

Employees and HR staff are on the same page as to how legal mandates such as FMLA are handled in the company. Employers use the policies in an employee handbook to protect themselves from lawsuits, such as harassment claims, wrongful employment termination claims, and discrimination claims.

A non-contractual handbook allows much more flexibility policies can be altered and changed without requiring employee consent, and to quickly accommodate any change in the law. Your handbook should explicitly state whether it is or is not contractual.

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.

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...

The basic rule is that an employer cannot change your employment contract without asking you first or providing you with prior notice of the proposed change. This is especially the case if your employer is trying to change fundamental terms in your contract.