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Employee Handbook / Personnel Policies

Employee Handbook / Personnel Policies. Doug Scott, Industrial Steel Treating Co. DISCLAIMER. The comments and advice provided by today’s presenters are general in nature and are not intended to replace legal counsel, especially. MY COMMENTS!. Quick Look. Employee Handbook

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Employee Handbook / Personnel Policies

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  1. Employee Handbook / Personnel Policies Doug Scott, Industrial Steel Treating Co.

  2. DISCLAIMER The comments and advice provided by today’s presenters are general in nature and are not intended to replace legal counsel, especially

  3. MY COMMENTS!

  4. Quick Look • Employee Handbook • Advantages & Disadvantages • Strongly Recommended Inclusions • Things to avoid • Summary & Conclusion • Questions

  5. What is the difference between the Employee Handbook & Personnel Policies? • In general, the employee handbook is a SUMMARY of your company’s personnel policies & procedures • The Handbook includes basic information that employees need to know about your organization • Formal personnel policies are the details, the procedures to be followed when…

  6. Employee Handbook • Advantages • Time Saver • Answers Questions before they are asked

  7. Employee Handbook • Disadvantages • May save you too much time and your boss may wonder why you are needed • May provide legal protection that will keep you out of court – but, you have always wanted to be on Judge Judy

  8. Includes, but not limited to… • The three musts… • At-Will (Collective Bargaining Agreement) • Contract Disclaimer • Acknowledgement Form

  9. Includes, but not limited to… • At-Will: • ‘Your employment with ABC Organization is considered At-Will, meaning that it is for no fixed term and can be terminated by either party at any time, with our without reason or cause, and with or without notice.’

  10. Includes, but not limited to… • Equal Employment Opportunity (EEO) & American’s with Disabilities Act (ADA) – reasonable accommodations

  11. Includes, but not limited to… ABC Organization is an equal opportunity employer and will not, unlawfully, discriminate against any applicant on the basis of any characteristic that is protected by local, state or federal law. Michigan law requires that a person with a disability or handicap requiring accommodation to perform the essential duties of the job must notify the employer in writing within 182 days of the date that the need is known or should have been known.

  12. Includes, but not limited to… • FMLA (50 employees or more), Family Military Leave • Military Leave • Other leaves, Jury Duty, Bereavement, School Conferences • Harassment (including sexual), discrimination, retaliation

  13. Includes, but not limited to… • Technology: Internet, e-mail, instant messaging, cell phones, etc… • Electronic Monitoring • Overtime • Absences and Tardiness • Tobacco use

  14. Includes, but not limited to… • [ABC Organization is a tobacco free workplace: only (preference will be given to) applicants who do not use tobacco products will be hired.] Please select the appropriate box • I DO NOT • I DO USE TOBACCO PRODUCTS (Pre-Employment screen is required)

  15. Includes, but not limited to… • Solicitation • Part-time vs. Full Time • Exempt vs. Non-Exempt • Rules for time keeping • Paydays • Hours of Work • Break periods

  16. Includes, but not limited to… • Drug and Alcohol testing • Employee Benefits: • Health Insurance • Dental • Life and AD&D • COBRA (Health insurance continuation)

  17. Includes, but not limited to… • Retirement Benefits • Safety & Workers Compensation • Education & Tuition Assistance • Code of Ethics / Conduct • Discipline • Non-Compete, Confidentiality, Intellectual Property

  18. Proceed with caution • Avoid • Implied Contract • “ You are now part of the ABC Organization family” • “You can be expected to be employed as long as you do a good job” • Not following procedures • Not recording changes (Handbook Acknowledgement)

  19. Proceed with caution • Avoid • Words such as… • Probation - Probationary • Must, Will, Shall • Permanent

  20. Summary & Conclusion • Employee Handbook is… • Brief description of policies & procedures • Written in layman’s terms (understandable) • Receipt acknowledged by employees • Changes are dated, recorded & receipt acknowledged by employees

  21. Summary & Conclusion • Personnel Policies are… • Detailed description of policies & procedures • Specifically for managers, supervisors, and frontline management • Not necessarily for all employees

  22. Summary & Conclusion • Legal Review

  23. Questions… THANK YOU

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