Employment Law FAQs

Under the Family and Medical Leave Act, when may an employer refuse to allow an employee to take family or medical-related leave to reinstate an employee after such leave?

What Should Employers Include in Employee Handbooks?

All employers, even small business owners, should create handbooks of the company's policies and procedures and provide copies to all of their employees. While handbooks are not a legal requirement, they provide a simple way for employers to record their policies and disseminate them to the workforce. They also provide a reliable tool supervisors and employees can refer to when in doubt of a particular policy.

Employers may want to provide a mission statement or other statement regarding the company's goals and visions in the first pages of the employee handbook. It is also an appropriate place to discuss the company's history, principles and values.

Some of the information that should be present in the handbook includes:

Job descriptions
Employee status regarding exempt or nonexempt
Employee status as at-will employees, if applicable
Attendance policies
Employee benefits: health insurance, retirement, pension, disability and others
Leave policies: sick leave, maternity leave, funeral leave
Vacation and holiday policies
Time reporting and expected work hours
Dress code
Equal opportunity employment statement
Sexual harassment policy
Appropriate use of company property by employees
Performance review policy
FMLA policies
Worker's compensation
COBRA rights
Military leave
The company's smoking policy
The company's substance abuse policy
Contact information for human resources, benefit plan administrators and others

Employers should require all employees to sign an acknowledgement form stating they have received a copy of the handbook. Employers also may want to include a disclaimer in the handbook to prevent it from being viewed as a contract with the employees.

Since legal requirements vary by state, employers should have an employment law attorney review their employee handbook to make sure it is in compliance with all applicable local, state and federal laws. Employers also need to review their handbooks periodically and update them as needed to comply with any changes in the law.

For more information on creating an effective employee handbook or for assistance reviewing your handbook for compliance with state and federal laws, contact a knowledgeable employment law attorney in your area today.

DISCLAIMER: This site and any information contained herein are intended for informational purposes only and should not be construed as legal advice. Seek competent counsel for advice on any legal matter.

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