While it isn’t a legal mandate, there are many good reasons why every employer needs an employee handbook.
First of all, it’s considered a best practice to have an employee handbook because it’s where you can clearly communicate your policies and procedures to your employees to avoid misunderstandings that can lead to litigation.
It’s also a convenient and effective way to notify your employees of certain rights and policies that you are legally required to provide notification of.
What Your Employee Handbook Should Include
Some of the specific things that should be in your employee handbook include, but are not limited to:
- Equal Employment and Anti-Discrimination Policy
- Sexual Harassment Policy
- Family Medical Leave Act
- Military Service Leave
- Jury Duty Leave
- Voting Leave
- Meal and Rest Breaks
- Paid Sick Leave
- Vacation Policies (including accruals)
- Expectations for Workplace Conduct
Other general information you should have in your employee handbook includes basic employment policies like wage and hour, sick leave, vacation and holidays, performance expectations, discipline procedures, and termination policies.
Treat Your Handbook as a Legal Risk Mitigation Tool
Your Employee Handbook can be used to mitigate legal risks.
Because of the many legal ramifications surrounding your employee handbook, it’s extremely beneficial to have an HR consultant who is also an attorney help you develop your document and/or review and update your existing employee handbook.
Emerzian Shankar Legal Inc is Here to Help
If you have employees in California, you probably need an employee handbook. Even though it’s not a legal requirement, we believe every employer needs an employee handbook as a communication tool to help support their employees and to avoid potential litigation.
The Emerzian Shankar Legal Inc. team is here to provide you with real-world support and help you mitigate your HR risk. Get started with a free consultation.