Employee Handbook

All employers need a written Employee Handbook, to protect their company from legal risks; set forth policies and procedures to guide employees and supervisors; and provide information on company benefits. Additionally, almost all handbooks that are more than a year or two old need revisions to be in compliance with current federal or state laws or court decisions.

Contact Employer’s Legal Advisor for assistance in creating or updating your Employee Handbook. We work with you to ensure that your handbook is in compliance with legal requirements, but also that it reflects your operations and the type of company you are!

The following is a list of typical provisions in Employee Handbooks (those that are required by law or strongly recommended are marked with an asterisk (*):

  • INTRODUCTION
  • EQUAL EMPLOYMENT OPPORTUNITY* (including ADA language)
  • POLICY AGAINST HARASSMENT/SEXUAL HARASSMENT*
  • EMPLOYEE DATING/PERSONAL RELATIONSHIPS
  • EMPLOYMENT AT WILL*
  • CLASSIFICATIONSMANDATED BENEFITS
  • HOLIDAYS
  • VACATION
  • HEALTH INSURANCE
  • COMMUNICATIONS*
  • PAY PERIODS/PAYMENT OF WAGES*
  • NORMAL WORKING HOURS*
  • MEAL PERIODS/BREAKS*
  • OVERTIME
  • PAYROLL DEDUCTIONS
  • GARNISHMENTS, ATTACHMENTS, AND JUDGMENTS
  • EXPENSE REIMBURSEMENT
  • BULLETIN BOARDS
  • SOLICITATION/DISTRIBUTION OF LITERATURE*
  • DRESS AND GROOMING POLICY
  • EMPLOYEE RECORDS
  • I-9 REQUIREMENTS
  • PROPER USE OF THE TELEPHONE
  • VISITORS IN THE WORKPLACEABSENCES AND TARDINESS
  • LEAVES OF ABSENCE*
  • STANDARDS OF CONDUCT
  • ETHICS POLICY
  • DISCIPLINARY PROCEDURES
  • USE OF COMPANY VEHICLE/DRIVING ON COMPANY BUSINESS*
  • TRANSPORTATION
  • SAFETY
  • OFFICE EQUIPMENT/ELECTRONIC COMMUNICATIONS POLICY
  • SECURITY INSPECTIONS OF PROPERTY/SURVEILLANCE
  • CONFIDENTIALITY
  • LAYOFF AND RECALL
  • TERMINATION OF YOUR EMPLOYMENT
  • EMPLOYEE RECEIPT AND ACKNOWLEDGMENT*
  • DRUG POLICY (may be separate from the handbook)