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Employee Handbooks

Hertz Legal, employment lawyers for employers serving New York and Connecticut has drafted and created numerous employment handbooks for businesses of all sizes and in all categories. Our clients range from medical tech firms, restaurants, construction companies, health and fitness facilities, hair and beauty salons and more.

Handbooks created by Hertz Legal, employment lawyers for Employers serving New York and Connecticut protect Employers in New York and Connecticut and employees from workplace misconduct and potential liability.

Whether you need a brand-new Handbook drafted or a review and tweaking of an existing Handbook, Hertz Legal employment lawyers for employers serving New York and Connecticut will ensure that each and every employment related issue is covered and addressed.

What are the topics that should be covered in your employee handbook?

Hertz Legal, employment attorney for employers serving NY, NJ, and CT recommends

the topics included in the employee handbook should cover the employer's mission statement, equal employment opportunity statement, contractual disclaimer and at-will employment statement, purpose of the employee handbook, background information on the company, company’s core values and culture, benefits and perks such as holidays, vacations, work hours, overtime policies, parking information, Human Resources contact information.

The following topics should be and some are mandated by law to be included in the Employee Handbook:

  • Family and Medical Leave Act (FMLA),
  • COBRA,
  • Equal Employment Opportunity Commission (EEOC) anti-discrimination laws,
  • The Americans with Disabilities Act (ADA), and the Fair Labor Standards Act (FLSA). And in recent years
  • Anti-Harassment policy
  • COVID-19 related policies and procedures.

If an employer fails to communicate these in the employee handbook, there may be confusion and noncompliance with the laws.

Hertz Legal, employment attorney for employers serving NY, NJ, and CT. recommends employee handbook should include a statement that summarizes each policy and procedure. The statements should be easy to read and contain no legal verbiage—in other words, they should speak to the employee audience and be formulated accordingly.

Once HR has completed the employee handbook outline, the next step is to write the organization's position, rules or policies under each of the outline topics.

Sample employee handbooks are found here.

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