Your business needs an employee handbook, plain and simple. Do you already have one? If so, you are one of the proactive business owners out there, but if not you have some work to do — and it’s easier than you think. Take some time out to create your employee handbook and you’ll be thanking yourself down the road when you avoid employee litigation or discontent. However, if you already have an employee handbook, take a moment to review its content to make sure it suits current employment laws. The state of Florida does not require an employee handbook, but not having one exposes you to avoidable risk. Eliminate this risk by contacting a business litigation attorney in Miami today.
Elements to Include in Your Handbook
Your handbook should outline the position your business takes on legal issues like employment discrimination and sexual harassment. A handbook should also provide proper information for operating procedures and policies for every employee. Why would you not want your employees understanding this core information about your business? Fringe benefits, rules for employees and work day guidelines are also essential elements. However, no matter what you do please make sure to include the following elements as well:
● If your employees do not follow the guidelines set forth in your handbook, it serves no purpose, so make sure they adhere.
● Employment laws are complex, so it’s import an to have seasoned legal counsel on hand to review and draft your employee handbook. One which is well drafted will be easy for the laymen to understand, resulting in no confusion about its terms.
● Have each employee provide written acknowledgement which states they have read the handbook, understand its contents and will abide by its conditions and terms.
● Family and Medical Leave Acts should be part of your policies if you have a business with over fifty employees; this is not a choice it is law.
● Explain the electronic privacy policies of your company; your handbook is the ideal area to discuss this information, such as privacy relating to voicemails, telephone conversations, smartphones, computers, emails and the like.
● Detail disallowed conduct in the workplace, particularly conduct which will result in immediate termination — employee performance and conduct information is essential.
● Provide extensive information about your company’s policy against harassment. Be sure to include every type of harassment you intend to protect your employees against because sexual harassment is not the only kind. If your employees believe they have been harassed they need to know how to report such behavior and feel confident the matter will be dealt with correctly.
● Information on meals, breaks and hours — include details regarding statutory requirements to avoid litigation.
● Explain classes of employment such as non-exempt, temporary, part-time and full-time.
● Disclose details regarding at-will employment and a disclaimer which can not be construed to make the business relationship seem contractual.
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Contact a Business Litigation Attorney in Miami Now
Have you already been targeted by a current or former employee bent on litigation? Contact the Campbell Law Group now to protect your business from this threat.