By Lisa Guerin J.D., Amy DelPo Attorney
Offering your staff with a guide that spells out your company's merits, rules and approaches makes nice experience, virtually and legally. Create your individual worker guide offers the entire details and guidelines managers, HR pros and company vendors have to create their very own reader-friendly advisor. every one bankruptcy covers a distinct subject, together with: -at-will employment -hiring -pay and payroll -workdays and hours -performance reviews -benefits -discrimination and harassment -complaints and investigations -leave -health and security -substance abuse -privacy within the place of work -discipline every one bankruptcy first explains the felony and functional issues that observe to its subject, then offers pattern rules that you should use as-is, or tailor to fulfill your wishes. The CD-ROM enables you to cut-and-paste the rules you must create your personal instruction manual immediately. record of varieties shape A: guide Acknowledgment shape shape B: Payroll Deduction Authorization shape shape C: cost compensation shape shape D: electronic mail and net coverage Acknowledgment
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Extra info for Create Your Own Employee Handbook: A Legal & Practical Guide
For detailed information, you will have to talk to your supervisor or . In this Company, as in the rest of the world, circumstances are constantly changing. As a result, we may have to revise, rescind, or supplement these policies from time to time. Nothing in this Handbook is a contract or a promise. The policies can change at any time, for any reason, without warning. We are always looking for ways to improve communications with our employees. If you have suggestions for ways to improve this Handbook in particular or employee relations in general, please feel free to bring them to .
What’s more, an employer that violates its own written policies in ﬁring an employee has also committed a wrongful discharge. Because of these unique rules, Montana employers would be well advised to consult with a lawyer in creating their handbooks. Even if employees don’t have written employment contracts, they can still argue that they were promised, either outright or by implication, that they would not be ﬁred without good cause. These employees might point to conversations with managers (“He said 2/ 2 CREATE YOUR OWN EMPLOYEE HANDBOOK I would always have a position with the company, as long as my sales numbers were strong”), your company’s personnel practices (“The company has never ﬁred someone without a good reason”), or ofﬁcial company statements (“At ABC company, we believe that our employees are our greatest asset—and we treat them accordingly”) to argue that they had an unwritten contract of employment that limits the company’s right to ﬁre at will.
Some of these states (for example, Montana) view it as discriminatory to transfer, terminate, or refuse to hire someone because he or she is married or related to a coworker—and these states allow lawsuits against employers who do it. Other states view a nepotism policy as an acceptable exception to the antidiscrimination law. You’ll need a lawyer’s assistance to ﬁnd out where your state stands on these issues. To ﬁnd out if you live in a state that prohibits discrimination based on marriage or family status, see the chart at the end of Chapter 19.