Creating an employee handbook for your New York business means making key choices about what to include and avoid. Many employers find this task challenging. A good handbook can protect your business and guide your employees, while a poor one might cause misunderstandings or legal problems. Because of the potential risks, every New York employer will want to know how to make a useful and legally sound employee handbook.
Key elements to include in your handbook
Make your handbook a helpful resource for your team. Think about adding these essential details:
- Company mission and values
- Fair employment rules
- Policies against harassment and unfair treatment
- Work schedules and overtime rules
- Pay periods and time-off policies
- Guidelines for employee conduct
- Safety and security strategies
Also, add a section about employee benefits. Discuss health insurance, retirement plans and other perks you offer.
New York has specific laws that affect these policies. For example, the state’s Paid Family Leave law says employers must give paid time off for certain family and health reasons. Make sure your handbook follows these state rules.
You can also include information about New York’s at-will employment law that lets employers terminate jobs for any legal reason. But be careful how you write this to avoid a negative tone.
Areas to be careful about
Some topics need extra thought and a more thoughtful approach. It might be best to avoid or to address previous inclusions of these separately:
- Promises to keep jobs
- Strict punishment rules
- Rules that might limit protected activities
- Words that could seem unfair to some groups
Don’t use complex legal words that might confuse workers or lead to misunderstanding.
Be careful about putting noncompete agreements in your handbook. New York courts often don’t like these, especially if they seem too strict.
Keeping your handbook up to date
Employment laws change often. The New York State Department of Labor updates its rules regularly, so staying alert is practical.
Look over and update your handbook every year. This can enable you to follow current laws and best practices. Having an employment law attorney check it now and then can also help.
Your handbook does more than just list rules. It shows your company’s values and helps foster good working conditions. A clear, simple handbook cuts risks and tells workers what they can expect. When you make a good one, you’re setting up your company to grow and do well.
