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EMPLOYEE HANDBOOK POLICIES. Suggestions and Observations. DRAFTING CONSIDERATIONS. Make it “user-friendly” Organized in cohesive units Plain language Make it flexible Progressive disciplinary policy—leave an out Do not alter the “at-will” relationship. DRAFTING CONSIDERATIONS. - PowerPoint PPT Presentation
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EMPLOYEE HANDBOOK POLICIESSuggestions and Observations
5/24/2012©J. Edward Enoch, P.C. 2012
DRAFTING CONSIDERATIONS
Make it “user-friendly”– Organized in cohesive units– Plain language
Make it flexible– Progressive disciplinary policy—
leave an out– Do not alter the “at-will” relationship
DRAFTING CONSIDERATIONS
Do not make it a supervisor’s manual– If only managers need to know, use a
policy and procedure manual– Distribute only to managers
Customize, do not copy– If you don’t know what it means, don’t
use it– Internally and externally consistent
DRAFTING CONSIDERATIONS
Get signed employee acknowledgments– Keep in their personnel file
Let an employment lawyer look at it
“Must Have” Policies
Disclaimers– At will status– Not a contract– Alter or amend at any time
Equal employment opportunity policy
“Must Have” Policies
Harassment policy– Not just sexual harassment– Specific reporting procedure– No retaliation
FMLA policy if 50 employees or more– Department of Labor’s Fact Sheet #28
at http://www.dol.gov/whd/regs/compliance/whdcomp.htm
“Don’t Have” Policies
Probationary period– Outline the process for new
employees without giving a name Broad time off docking policies
– Can threaten exempt status– Know the rules for docking exempt
employees
“Don’t Have” Policies
Rigid progressive discipline– Always provide an out– Be consistent– Avoid “for cause” language
Any mention of “Permanent” employment– Beware the “feel-good” language
“Don’t Have” Policies
“Shall” and “Will” policies– Means every time, forever– “May” is more flexible
Policies without backup– If you will not use it, lose it
Kitchen sink policies– Do not try to include every answer
My Favorite Policies
Privacy– Real world– Virtual world
Internet, e-mail, telephone, cell phone– Personal use– Monitoring
Use of company equipment
My Favorite Policies
Social media– Take care not to prohibit protected
activity under the NLRA Drug-free work force
– Easy to comply– Save 7.5% on Worker’s Comp.– Does not require random testing
My Favorite Policies
Leave– PTO– Vacation/sick leave– Bereavement– Jury duty – required by GA law– Extended leave– Military – reference USERRA
My Favorite Policies
Wage and overtime– Include statement concerning
intent to comply with FLSA– http://www.dol.gov/whd/regs/
compliance/fairpay/modelPolicy_PF.htm
Grievance procedure
My Favorite Policies
Confidentiality/trade secrets Termination
– Return of company equipment– Notice – Vacation?
Revision date
Questions?PowerPoint can be downloaded at
www.enochlaw.com