One of the best ways that employers can avoid wrongful termination lawsuits and other legal problems is to create a clear employee handbook that contains details about company policies related to hiring, hours, benefits, leave, and termination. Those who fail to provide these handbooks risk running into legal trouble down the road if a disgruntled employee files a complaint about wages, hours, or vacation days. To ensure that your own employee handbook is clear, concise, and appropriately reflects state and federal law, please call our firm today to schedule a confidential, one-on-one meeting with an experienced employment and labor attorney.
Employee handbooks are essentially compilations of a company’s policies and procedures that are distributed to each employee. Although companies are not legally required to prepare employee handbooks, those that do are required to include certain provisions related to both state and federal law. For example, all handbooks should contain a statement explaining that its content supersedes any representations made to an employee, except for those contained in a contract. Employers may also want to consider including provisions explaining that:
Ensuring that this type of information is contained in an employee handbook can go a long way towards limiting employer liability and offering protection in the event that an employee claims that he or she was unlawfully terminated. It’s also a good way to reassure employees that their company is in compliance with federal and state regulations, that employees are treated fairly and consistently, and that new employees are made aware of their rights and responsibilities.
For help creating your own employee handbook, please contact one of the experienced employment and labor attorneys at Valiant Law by calling (909) 677-2270 or by completing one of our online questionnaires.
Attorney Advertising. This information is designed for general information only. The information presented should not be construed to be formal legal advice nor the formation of a lawyer/client relationship. Past results and testimonials are not a guarantee, warranty, or prediction of the outcome of your case, and should not be construed as such. Past results cannot guarantee future performance. Any result in a single case is not meant to create an expectation of similar results in future matters because each case involves many different factors, therefore, results will differ on a case-by-case basis.
How did we do?
Note: Your review may be shared publicly.