Download Create Your Own Employee Handbook: A Legal & Practical Guide by Lisa Guerin J.D., Amy DelPo Attorney PDF
By Lisa Guerin J.D., Amy DelPo Attorney
Supplying your staff with a guide that spells out your company's advantages, guidelines and methods makes nice experience, virtually and legally. Create your personal worker guide offers the entire info and guidelines managers, HR pros and enterprise proprietors have to create their very own reader-friendly consultant. every 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 place of work -discipline each one bankruptcy first explains the criminal and useful concerns that observe to its subject, then offers pattern rules so you might use as-is, or tailor to satisfy your wishes. The CD-ROM allows you to cut-and-paste the regulations you want to create your personal guide immediately. checklist of types shape A: guide Acknowledgment shape shape B: Payroll Deduction Authorization shape shape C: fee repayment shape shape D: e-mail and net coverage Acknowledgment
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Extra resources for Create Your Own Employee Handbook: A Legal & Practical Guide
If a ﬁred worker decides to challenge the 2/ 3 2/4 CREATE YOUR OWN EMPLOYEE HANDBOOK employer’s decision in a lawsuit, the employer won’t have to prove that it had good cause to ﬁre the employee—the at-will policy eliminates this requirement. Most judges will be easily convinced to throw out the employee’s contract claim very early on in the lawsuit, saving the company from spending a lot of time and money justifying its decisions. The truth is, companies cannot know ahead of time that they will never have to rely on an at-will policy.
In those relatively rare situations when the company really wants an employee to come on board (or stay there) for a set period of time, offering an employment contract that limits the company’s right to ﬁre will help you seal the deal. Montana companies take note. The state of Montana has greatly restricted the doctrine of at-will employment. In Montana, an employee who is ﬁred without good cause after completing the employer’s probationary period (or after six months of work, if the employer has no probationary period) has been wrongfully discharged.
Employers get into trouble with orientation policies that state or imply that completion of the orientation period guarantees the worker a job, makes the worker a “permanent employee,” or otherwise limits the employer’s right to ﬁre the worker at will. The orientation period is a trial run of sorts: It gives both employer and employee a chance to make sure that there’s a good ﬁt between the worker and the job. But emphasizing this too strongly in an orientation policy can lead workers to expect that completing their orientation means they’ve “made the cut” and, thereafter, will be ﬁred only for good cause.