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What should be covered in an employee handbook?

| Oct 20, 2017 | Employment Law for Employers |

Although some New York businesses are enterprises run exclusively through the efforts of individuals, most companies require the work of employees to maintain their operations. While having employees is an incredible asset, problems and issues can arise when those workers do not have clear guidance on what is expected of them. Employee handbooks can be effective business tools to provide workers with information on employer policies and employers with documentation of what they expect from those individuals who work for them.

A good employee handbook will cover a variety of topics. It should provide a discussion of the company as a whole and, in some cases, may include information about the entity’s history, if such context is relevant to the employees’ jobs. It should describe what conduct and expectations of professionalism the employer has for those who work for them and may include restrictions on behaviors that employees may not engage in during the course of their employment, such as no tolerance policies for harassment.

Technical details relevant to the employees’ pay and benefits should also be addressed. Wage tables and schedules may be included as well as descriptions of how employees may qualify for benefits, accrue time off and sick time as well as other possible related topics can be addressed in an employee handbook.

A well drafted employee handbook can be an incredible asset to a New York employer, as it provides workers with guidance on what they must do and how they must perform to be successful at their place of employment. Employers often seek assistance with the preparation of these important documents and attorneys who practice in the area of employment law for employers can support employers who need help preparing strong handbooks for their workers.

Source: FindLaw, “Guide to Creating Employee Handbooks,” accessed October 16, 2017