Create Your Own Employee Handbook: A Legal & Practical Guide by Lisa Guerin J.D., Amy DelPo Attorney

By Lisa Guerin J.D., Amy DelPo Attorney

Delivering your staff with a guide that spells out your company's advantages, guidelines and methods makes nice feel, essentially and legally. Create your personal worker guide offers the entire details and guidelines managers, HR pros and company vendors have to create their very own reader-friendly consultant. each one bankruptcy covers a unique 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 office -discipline every one bankruptcy first explains the criminal and functional issues that practice to its subject, then offers pattern regulations for you to use as-is, or tailor to fulfill your wishes. The CD-ROM helps you to cut-and-paste the guidelines you want to create your individual instruction manual immediately. record of varieties shape A: instruction manual Acknowledgment shape shape B: Payroll Deduction Authorization shape shape C: price compensation shape shape D: electronic mail and net coverage Acknowledgment

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By Lisa Guerin J.D., Amy DelPo Attorney

Delivering your staff with a guide that spells out your company's advantages, guidelines and methods makes nice feel, essentially and legally. Create your personal worker guide offers the entire details and guidelines managers, HR pros and company vendors have to create their very own reader-friendly consultant. each one bankruptcy covers a unique 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 office -discipline every one bankruptcy first explains the criminal and functional issues that practice to its subject, then offers pattern regulations for you to use as-is, or tailor to fulfill your wishes. The CD-ROM helps you to cut-and-paste the guidelines you want to create your individual instruction manual immediately. record of varieties shape A: instruction manual Acknowledgment shape shape B: Payroll Deduction Authorization shape shape C: price compensation shape shape D: electronic mail and net coverage Acknowledgment

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Additional info for Create Your Own Employee Handbook: A Legal & Practical Guide

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Please understand that this Handbook can only highlight and summarize our Company’s policies and practices. 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.

Anecdotes about your company’s noble beginnings can help your employees sell your company to customers and clients. Funny stories from your company’s past can make the company seem more human and friendly. 2, above), now is the time to go into more detail. Unfortunately, there is no standard policy language that we can provide to you, because each company is unique. Here is an example of what this kind of policy might look like. SAMPLE POLICY LANGUAGE In 1855, Dante DeMarco opened this newspaper’s doors at 111 Main Street—right between City Hall and the county courthouse.

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.

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