What you’ll discover:
Is an Employee Handbook required for my company?
What should I do if my Employee Handbook has to be changed or expanded?
Do I need a workplace diversity or discrimination policy?
Consult a lawyer.
Juneteenth, often known as Freedom Day, commemorates the abolition of slavery in the United States. Juneteenth was first observed in Texas in 1980, and it has since become a state holiday or observance in the majority of states. Several businesses and local governments around the country have lately decided to make Juneteenth a paid holiday or day of service for their workers and citizens. A measure to declare Juneteenth a federal holiday has also been introduced in the Senate.
If your organization is contemplating making Juneteenth a holiday, now is an excellent opportunity to examine or produce documentation of your HR policy in general. We’ve compiled a list of frequently asked questions and answers.
Table of Contents
Is an Employee Handbook required for my company?
Although having an Employee Handbook is not a legal obligation, there are times when you must advise your workers of their legal rights. Creating an Employee Handbook enables you to provide information to all workers in a uniform manner while also communicating your values and expectations as a company.
It is critical that your Employee Handbook has the necessary legal wording to safeguard both your organization and your workers. You can create an Employee Handbook for free at Rocket Lawyer, or have a lawyer review your existing document to ensure that it complies with federal, state, and local laws.
What should I do if my Employee Handbook has to be changed or expanded?
Employee Handbooks are not contractual, which means that employers can usually change the contents without the employees’ consent. However, it is critical to handle any changes with caution so that policies remain reasonable and non-discriminatory.
Consider the following procedures if you need to alter or add to your Employee Handbook:
Request feedback on the proposed modification. Gathering employee input prior to a policy change might make your team feel more involved in decision-making.
Speak with a lawyer. You should check to see whether your proposed new policy is lawful and legitimate, and if employee unionization or other local constraints prevent you from implementing the change.
Inform people about the policy change. If the change affects your workers’ pay, benefits, or work schedule, you should give them as much warning as possible. Although small modifications may be conveyed remotely, big changes should be addressed in person.
Request acknowledgment. You may also need workers to officially confirm receipt of the information, depending on the severity of the change.
In general, you are not obligated to reprint your whole Employee Handbook and distribute new physical copies, but it is a good idea to post your revised handbook on your employee resources website and make a formal notification via the relevant channels. It is essential that you consult with a lawyer whenever you make modifications to your HR policy.
Do I need a workplace diversity or discrimination policy?
Companies often incorporate anti-discrimination rules or remarks on diversity and inclusion in their employee handbooks or on their jobs website. This is usually done to show that they are dedicated to fair job opportunities. Employers with varied workforces, after all, are more likely to appeal to a broader spectrum of consumers and workers, resulting in expanded commercial prospects and a diversified range of fresh viewpoints and ideas. It is advisable to obtain comments from an employment lawyer on any new HR policy.
Consult a lawyer.
Employment law may be complicated, and the rules may differ depending on your business and area.
