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8 Areas Your Employee Policies & Procedure Handbook Should Address

8 Areas Your Employee Policies & Procedure Handbook Should Address

Employers Should Revisit Their Employee Policies & Procedure Handbook to Comply With the Latest Labor Rulings

With the National Labor Relations Board focusing more and more on employee policies & procedure handbooks, here are eight areas you should include to make sure your business is covered:

1. Employee Benefits –Describe the benefits that are given to the employees, explain how employees can become eligible for benefits and whether all employees qualify.

2. Time Off – Clarify what constitutes sick time and confirm which days are given for holidays, as well as how vacation eligibility is determined. Rules regarding how request time off should be clear.

3. Office Polices – Disclose all company policies & procedures, including non-discrimination, anti-harassment, and drug/alcohol use polices, as well as policies governing full-time/part-time classification, dress code, attendance and punctuality, breaks, and lunch times, etc.

4. Pay & Promotions – Identify pay periods and describe the process the company uses to promote employees. Policies about raises and open positions should be clearly stated.

5. Employee Evaluations, Discipline, and Termination – Break down how and when employees are evaluated. Discuss the discipline process for policy violations.

6. Office Procedures – Explain safety procedures to be followed in the event of emergencies, procedures for conducting business with outside vendors, etc.

7. Family Medical Leave Act Entitlements and Employee Obligations – Publish provisions from the FMLA general notice [29 C.F.R. §825.300 (a)(3).]

8. Declaration of At-Will employment – Make it very clear that employees may be terminated at any time, for any lawful reason, or for no cause at all.

Allen & Gooch is providing this legal update for informational purposes only. This article should not be construed as legal advice or a legal opinion as to any specific facts or circumstances. You should consult your own attorney concerning your particular situation and any specific legal questions you may have.