Employee Handbook
Having the urge of in need of an employee handbook due to employee and employer issues; had leaded me to read case studies and professional websites that explain the importance of an employee handbook and how to create one. I have searched for mandatory and recommended policies that an employee handbook should include. I have found legal information that we need to know in the state of California. I have learned the purposes and choices of creating an employee handbook. One of the case studies I read explained that documentation made the difference in their company. Another case study had an employer failed to distribute the revised policy to its current employees leading to consequences. I also read articles with
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An employee handbook protects the business and its employees. (Gail Cecchettini Whaley) 2013
Labor Law Center
California businesses need to know the California law. The California law does not require an employee handbook for businesses, but it does recommend the businesses to require an employee handbook. There many reasons why an employee handbook is needed. An employee handbook is mostly to prevent any type of misunderstandings, any unfair termination and unwanted lawsuits. Acknowledgement of a handbook is an extremely important process. All employees should have acknowledgement of receiving an employee handbook, and any changed policies that the business makes. (Kelly Petersen) 2011
Legal Flip: Employee Handbooks- An Overview The purpose of an employee handbook is for a company to keep a blue print of policies and procedures that are needed for a company to succeed. A handbook contains of a title page, a table of contents, a body, an index, and most importantly an acknowledgement. An employee handbook is based on main polices a company have. Some the policies include at will employment, hiring rules, anti-harassment and anti-discrimination rules, compensation, employed hours, leave of absence, benefits, heath, safety and most importantly disciplinary. (LegalFlip) protects the author of the article: Employee Handbooks – An Overview (2013)
Rocket Lawyer
It is always smart to create an employee handbook in any type of business. The
Ai) To update my staff handbook, so that it reflects the current employment law, I can utilise the following sources to enable me to do this:
Ai: Imagine you are a newly appointed supervisor/manager within your service. You need to update your staff handbook to reflect current employment law. Identify three different sources of information you could use to enable you to do this.
Employees will be informed of the procedures for reporting suspicious activity in the workplace, unsafe work practices and the evacuation plan in case of an emergency. A new hire will utilize the employee handbook not only in the first few weeks but throughout their employment with the Canada Post. The employee handbook is to act as a resource tool. After each employee has read the employee handbook they will be required to sign a form stating that they have fully read and understood Canada Posts employee handbook.
Welcome and Introduction How to use this Workbook 1 Statutory Rights and Responsibilities 1.1 Contracts of Employment 1.2 Anti-Discrimination 1.3 Age Discrimination 1.4 Disability Discrimination 1.5 Working Hours, Rest Breaks and Holiday Entitlements 1.6 Maternity/Paternity, Parental and Adoption Leave 1.7 Absence and Sickness 1.8 Data Protection and Access to Personal Information 1.9 Health and Safety Procedures and Documents in your Organisation 2.1 Contracts of Employment 2.2 Anti- Discrimination 2.3 Working Hours and Holiday Entitlement 2.4 Sickness Absence and Sick Pay 2.5 Data Protection 2.6 Health and Safety Sources of Information and Advice 3.1 Internal Sources 3.2 External Sources About your Occupation and
Imagine you are a newly appointed supervisor/manager within your service. You need to update your staff handbook to reflect current employment law. Identify three different sources of information you could use to enable you to do this. 3 marks Once you have identified a reliable source of information
Lopatka (2014) explains that in composing handbook rules and policies using creative drafting employers find innovative ways to persuasively appeal to the emotional and mental senses of employees, with the goal of protecting the employer’s legitimate interests (p.74). By standard, personnel handbooks serve as written documentation of workplace policies that govern expected behavior and procedures within the workplace. However, in some cases, handbooks formulate contracts between the employer and employee.
The main features of legislation relating to contracts of employment are outlined in the terms and conditions within a contract of employment. Information about this is included in the handbook for the NJC currently known as the Green Book. Contracts help to protect the rights and responsibilities of both the employer and the employee. Contracts must contain general information about the employee and the employment in which they have been employed: this includes information on the employee's name, date of commencement of employment, position appointed ,employment conditions, rights and responsibilities of the employee, expected duties and information on grade and point scale in relation to pay. Employees are expected by law to follow the terms set out in their contract until employment is terminated by either party.
The PDF file name indicates the handbook was published on September 24, 2015. Primary sections of the handbook include Employment, Employment Relations and Communications, Compensation and Benefits, Leaves and Absences, Complaints and Grievances, Employee Conduct and Welfare, General Procedures, and Termination of Employment. The handbook provides a summary of policies fully outlined in the district’s Board Policy Manual. The content in the policy manual is derived from “state and federal laws, case law, Attorney General opinions, State Board of Education Rules, governmental regulations, and local requirements of the District” (Del Valle Independent School District, 2015, pg.
Ai: Imagine you are a newly appointed supervisor/manager within your service. You need to update your staff handbook to reflect current employment law. Identify three different sources of information you could use to enable you to do this.
Bernardin & Russell (2013) indicate that company policies should be reviewed prior to terminating an employee. Terminating Jeannette Lewis would not be advised to due the risk of litigation related to the violation of procedures outlined in the disciplinary policy (Pedersen, 2008). According to Pedersen (2008), “Handbooks often serve to shape employee expectations about disciplinary procedures and job security, and thus many courts have found them to be binding under an implied contract theory. As Paul Berks summarizes, ‘‘[u]nder the ‘handbook exception,’ an employer could unwittingly limit his ability to terminate an employee by disseminating a handbook that granted to employees the rights on the job beyond those traditionally recognized
4. Explain why the disclaimer in the employee manual does not have the effect desired by the employer. Champion Jogbra employee manual was unclear and misleading. Disclaimers when used should contain language that is clear, specific and communicated effectively to the employees. Disclaimers when used should be presented in a manner that is prominent and obvious manner, (Walsh). Champion Jogbra, on one hand the employer, will provide fair and equal treatment, on another hand the employee can be terminated at anytime. These are mixed messages the employer, Jogbra was providing its employees. Policies listed in the employee handbook made the employees feel as though their job was protected, even though Champion Jogbra does not offer employment contracts. The guidelines listed in the employee handbook as champion Jogbra so eloquently called them are not a part of an employment contract and should not be taken as such. However the guidelines were vague and gave the employees false pretense that their
1.4 Identify sources and types of information and advice available in relation to employment responsibilities and rights
Krama & Syed (2012) stated that staff not in managerial roles was not familiar with the availability of the General Order (GO) and State Circulars (SC) as the regulations were poorly imposed. To improve the situation, HR policies must be enforced and properly implemented. Communication of policies horizontally and vertically is important. All new and existing staff could be issued an employee handbook that clearly defines an organization’s values, expectations and standard operating procedures (SOP). The purpose of the policies should be transparent,
Purpose – The purpose of the workbook is to support you the learner in gathering and recording evidence towards your LAO Level 2 Award in Employment Rights and Responsibilities in Health and Social Care or Children and Young People’s Settings.
Here’s the link to the table of contents of our employee handbook. (Insert link.) You can read at your leisure and contact Elizabeth in HR or me with any questions or concerns.