Employee Handbooks can protect employers in a number of ways. Each handbook should be tailored to the specific employer’s practices, size, and special business considerations, though. A total boiler-plate handbook does not fit all employers. A pro-forma handbook an employer gets off the Internet may commit it to requirements it legally might not otherwise have to meet.
There are some key provisions, though, that all employers should have, some only employers with 15 or more employees should have, and only those with 50 or more employees within a 75 mile radius should have.
Employers should frequently review their Employee Handbooks to be sure they stay current with ever-changing employment law.
Policies All Employers Should Have:
- Confirming At-Will Employment
- Prohibiting Off-the-Clock Work or Work During Lunch Break
- Spelling Out Any PTO, Sick Leave, and Vacation Policies
- Detailing Absence Reporting Policies
- Social Media and Electronic Equipment Use Policies
- FLSA Safe Harbor Provisions for Pay Errors
- Providing for Suspensions With and Without Pay As Allowed Under FLSA Rules
- Spelling Out Drug-Testing Policy (especially if you do random drug testing)
- Detailing Legally-Required Leave Policies (Other Than FMLA)
- Up-to-Date Anti-Discrimination and Anti-Harassment Policies Covering All Protected Categories, including specific reporting procedures for violations of policies and prohibiting retaliation
- Up-to-Date Disability and Religious Accommodation Policies
- Spelling Out Full Up-to-Date Provisions of New FMLA Regulations
Adair M. Buckner, Attorney at Law, is Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization. Her other areas of practice include business law, business disputes, commercial litigation, estate planning, and probate. You can reach Adair at (806)-220-0150 or email@example.com. This material is not intended to be legal advice. The contents are intended for general information purposes only.