New federal employee handbook

Provides an exception to PAGA for janitorial employees, with respect to work performed under a valid collective bargaining agreement in effect any time before July 1, Authorizes employers to provide required notices and postings via email. Does not change employer obligations to physically display required postings. Authorizes an association of employers until January 1, , to offer a large group health care service plan contract or large group health insurance policy consistent with ERISA to small group employer members if certain requirements are met.

Amends Labor Code section Expands the venue provisions for class or group allegations to any county in the state. Colorado HB Requires an employer to provide access to the professional license number issued by Department of Regulatory Agencies for an employee who is substantiated in a case of mistreatment of an at-risk adult. No court order is needed to grant access. Colorado: Denver Ordinance No. Affords a right of retention to workers providing services under city contracts, including janitorial, airport, parking, security, and childcare workers, in the event of a contract expiration or change in control.

Connecticut HB Connecticut SB Creates a tax credit for employers that make payments on certain student loans for full time employees working for qualifying businesses. District of Columbia B Fiscal Year Budget Support Act of Amends the Universal Paid Leave Act to increase the amount of paid leave per fiscal year to six workweeks of medical leave and two workweeks of prenatal leave; sets an operative date for the Ban on Non-Compete Agreements Amendment Act of Undetermined: Effective following approval by the Mayor, a day period of Congressional review, and publication in the DC Register.

Hawaii SB HB Amends the due date for employers to file wage and tax statements from the last day of February to January 31 following the close of the calendar year. Illinois HB Amends the Illinois Secure Choice Savings Program Act to apply to employers with at least five employees, rather than 25 or more employees. Includes automatic increases to contributions. Provides that discrimination based on disability includes discrimination against an individual because of the individual's association with a person with a disability.

Provides victims and family members of victims of violent crimes with unpaid leave and provides that victims of violent crimes will not be barred from collecting voluntary leave benefits. Provides that an employer that relies solely upon artificial intelligence to determine whether an applicant will qualify for an in-person interview must gather and report data about the race and ethnicity of applicants who are and are not extended an opportunity for an in-person interview and race and ethnicity data for applicants who are hired.

Illinois SB Requires public corporations to report the self-identified sexual orientation and self-identified gender identity of their directors. Provides that an individual aggrieved by a disclosure of a disciplinary report may file a complaint with the state Director of Labor or file an action in court within three years after the violation.

Provides that an employer may eliminate a child from the insurance obligor's health insurance coverage if the employer no longer provides a group health insurance plan to any employees or the child is no longer eligible for coverage due to federal or state restrictions. Amends the Illinois Freedom to Work Act, setting forth standards for the enforceability of noncompete agreements against employees.

Minnesota SB 9. Employers shall not require employees to take leaves or accept accommodations. Montana HB LC Prohibits an employer from discriminating against an employee for the legal use of marijuana during non-working hours; does not require an employer to accommodate use of marijuana in the workplace.

Does not create a cause of action against employers for wrongful discharge based on marijuana consumption.

Montana SB LC Requires multiple employer welfare arrangements to comply with the requirements of the Mental Health Parity Act as to the provision of mental health services under these welfare plans. Makes general contractors jointly and severally liable for wages, benefits, or wage supplements owed by subcontractors to construction workers. Contractors and subcontractors must be able to provide payroll records for all employees providing labor on a project.

We rely on the accuracy of employment application information and any other data candidates provide during the hiring process. Falsifications, misrepresentations, or material omissions may result in the exclusion of the candidate from consideration for employment. If the candidate has been hired, termination of employment may be considered.

You enter into this employment voluntarily and are free to resign at any time for any reason or no reason. Likewise, [Company Name] is free to conclude its relationship with any employee at any time for any reason or no reason. Following a probationary period, the Employment Termination Policy in Section 3 is applicable. Human resources provides an orientation for new employees.

This includes an overview of the company history, an explanation of company vision, mission, values, goals, and objectives. Orientation also includes an explanation of tax and legal issues, benefits, and help completing necessary paperwork. Employees are presented with codes, keys, procedures, and secret handshakes needed to access their workspace.

Supervisors introduce new hires to staff, explain company evaluation procedures, review position scope, and job description, and help them start working. Protecting trade secrets and confidential business information is essential to the success of [Company Name].

As a condition of employment, employees must sign a non-disclosure agreement. Employees improperly disclosing or using confidential business information or trade secrets are subject to disciplinary action, including termination and legal action, even if the disclosure does not benefit them. We make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in undue hardship. The probationary period for regular employees is for [90 days] from hire date.

This is a time for management to evaluate new employees, and for new employees to evaluate the company. During the probationary period, the company and the employee can terminate employment without notice. Upon completion of the probationary period, a review will be given and benefits will begin as appropriate. The standard workweek is [40] hours see Section 4. For calculating employee benefits, the workweek begins on [Sunday starting at a. Through Saturday ending at a.

Employees receive a [minute] break for lunch. Lunch breaks generally are taken between the hours of [ a. And p. Emergencies including fires, severe weather, or power failures can disrupt company operations. Employees will receive an official notification from their supervisors if the company is closed due to an emergency. Personnel files are [Company Name] property. Access to information they contain is restricted.

Management personnel of [Company Name] who have a legitimate reason to review the file are allowed to. To review their own file employees should contact their supervisor or Human Resources Representative. Employees are responsible for notifying their supervisor or [Company Name's] Human Resources Department of changes such as mailing address, telephone number, name, number of dependents, and emergency contacts. Supervisors give formal performance reviews every [six months].

Informal performance reviews may be conducted more often. Performance reviews are for employees and supervisors to talk about current tasks and discuss ideas for meeting work goals. This policy can include provisions on when to use personal social media, how to talk about the company on social media, and how to use company social media. If there is a preferred method of communication, phone or email or text, that should be included in the employee handbook. This document is helping new employees to quickly and comfortably adapt to the work environment.

Be clear that all other policies are enforced within the communication policy. Harassment and discrimination aren't allowed in any form of communication.

This policy can cover not only the preferred mode of communication but also the method of communicating. Consider including a section on company history. This won't include any policies. It will welcome new employees to the company. It will help them learn about the founding principles and cultural aspects important to the company.

Remember, the employee handbook is the first impression that new employees receive about the company culture. This is a place where you can include biographical information about the company founder or current owners. Providing information about customers or audience help the new employee to understand the company's place within the marketplace.

This is the vacation policy. A clear vacation policy will make enforcement simple. The paid-time-off section should include information on how vacation time is earned. Include how much vacation time is provided and how to schedule vacation time.

Also, include what holidays are observed in this section. This section can cover a wide range of acceptable and unacceptable behaviors by employees. Here are some suggestions to include in this section:.

It's important to provide specifics in this section but to also leave space for unconsidered problems. Provide here a complaint policy. If an employee has no way to file a complaint, the problem could get worse.

Make clear here what the payment policy is. State when employees are paid and how they are paid. You can also give the promotion policy. Other areas to consider including. This is the section where you describe the benefits that are offered to employees. This should give a general overview of benefits, not specific details. Benefits may change frequently. Being too specific constrains the employee handbook and will require frequent changes.

This section should state who is eligible for benefits. Define what full-time and what part-time employees receive. Include some information about how benefits change with life events such as marriage or birth of a child. Address here any policies that concern the safety of the employees and assets.

This can include physical, personal, and emotional safety. This is the place to outline OSHA standards and any other important safety policies. You can include a set of instructions for reporting unsafe incidents here as well.

If there is no complaint procedure, employees might be scared to communicate a problem. This could make the problem worse. If your company has strong policies on the ethics that must be followed while conducting company business, be sure to include those in the employee handbook.

This section may not contain a lot of specifics, depending on the company and state policy. Provide as much information as possible as to the reasons an employee might be terminated. This will also explain how to accept employment. This section should also include any policies your company has on conflict of interest violations.

If policies are set forth, so must the actions taken when policies are broken. This section should give a broad disciplinary policy. There's no need for details here. The more detail that is provided, the more likely you are to leave something out.

No employee handbook can exhaustively list every item the could be of concern. This section should address that the employee handbook is a guideline and not a complete list or collection.

You can add here that the policies included in the handbook are subject to change. Also, include that there might be additional behaviors that are considered unacceptable. Keeping this section broad helps to address anything that comes up in the future or anything that isn't addressed explicitly in the employee handbook.

It's important to include some information about what an employee would do if they see a violation of the employee handbook. It should also explain the complaint policy. Give a clear process of how a complaint can be filed, who the employee should talk to and what the steps are for resolution.

Make clear that employees will not be punished for filing a complaint. Be clear that complaints will be kept confidential and fully investigated. All concerns will be dealt with appropriately. You may want the employee to contact the human resources department or a manager to resolve the issue.

You may want to include a mediation policy. You can also include information here for federal or state agencies that help to protect employee rights. An employee handbook can play a large role in your company culture or it can largely be ignored.

No matter the size of your company, an employee handbook can play an important role. The employee handbook lays out the internal rules and company culture. This can save you time when training new employees. It also makes sure every employee functions under the same guidelines and works as a team. The employee handbook can also work to protect both the business and the employee. An employee handbook protects the company from potential litigation.

A well-crafted employee handbook can protect the employee from being taken advantage of by the employer. A successful employee handbook protects both the employer and employee. Most employee handbooks are not enjoyable documents to read. Most are jargon-filled and boring. There are a few steps you can take to make your employee handbook more enjoyable to read. This is, of course, dependent upon your company culture. If your company has a formal culture, an academic employee handbook might work well.

A military judge has ruled that any conviction of a criminal sexual-assault court martial now before him would require a …More. FEDweek Toggle navigation. Thursday, January 13th, Federal Employee Handbooks.