Reviewing Employee Handbooks Checklist

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Reviewing Employee Handbooks Checklist
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by\u160\'3fPractical Law Labor & Employment
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A Checklist of items to consider when reviewing employee handbooks or manuals for
private, nonunionized employers, including at-will and other disclaimers and
necessary provisions. This Checklist is jurisdiction-neutral. For information on
state law requirements, see the State Q&A Comparison Tools under Related Content.
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Understand the Risks Associated with Employee Handbooks
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Be aware that employee handbooks are often considered contractual in nature.
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In many states, certain provisions in an employee handbook have been found to
create implied contractual terms of employment or undermine the presumption of
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at-will employment
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(see
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State Law At-Will Employment and Exceptions Chart: Overview
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). For example, an employee may argue that an employer\rquote s failure to follow
disciplinary provisions was a breach of contract. For this reason, handbooks must:
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be drafted in a manner that does not create legal obligations that the employer did
not intend; and
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contain provisions reserving certain employer rights (see
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Ensure Essential Disclaimers Are Included in the Handbook
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View the handbook as a potential exhibit.
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While a handbook is a useful way to communicate an employer\rquote s policies to
employees and answer commonly asked questions, it also often becomes an exhibit in
any employment-related litigation or administrative proceeding. Policies in a
handbook should:
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comply with applicable law;
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demonstrate an employer\rquote s commitment to comply with the law; and
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accurately reflect the employer\rquote s actual practices.
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For more information about employee handbooks, see
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Practice Note, Employee Handbooks: Best Practices
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Gather Relevant Information About the Employer and Its Workforce
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Obtaining information about the employer and its workforce will assist with a
thorough review of a handbook. Best practice is to:
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Verify the size of the employer\rquote s workforce.
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The employer\rquote s duty to comply with various federal, state, and local
employment laws depends on the number of employees (see
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Identify Federal, State, and Local Laws Applicable to the Employer
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Confirm whether the employee handbook will be distributed to employees in a single
state or multiple states.
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This impacts whether the handbook must comply with only one state\rquote s law, or
whether it must be drafted to meet requirements in multiple jurisdictions. For more
information about multi-jurisdictional employee handbooks, see
}
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Article, Multi-Jurisdictional Handbooks: Expert Q&A
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Identify the states and cities where employees work, which may differ from the
physical location of the employer\rquote s offices or headquarters.
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The geographic locations of all employees to whom the employee handbook will be
distributed, including any employees who work remotely from a home office,
determine which state and local laws apply, as many cities have local ordinances or
laws that impose additional requirements.
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Ascertain the nature of the employer\rquote s business and organizational
structure.
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Is the employer a private or public company? What is the employer\rquote s
industry? This information helps determine if there are specific policies that may
be particularly important to include in an employee handbook. For example, is the
employer a publicly traded company that must comply with the whistleblower
protections under the
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Sarbanes-Oxley Act of 2002
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and the
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Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010
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? Does the employer work in an industry with special wage and hour considerations
(such as tipped employees in the hospitality industry)?
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}
}
ls12 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Clarify whether the handbook will be given to employees that are nonunionized or
unionized, or both.
}
}
This Checklist focuses on reviewing handbooks for private, nonunionized employers.
Additional issues must be considered if a handbook will be distributed to a
unionized workforce. Unionized employees\rquote terms and conditions of employment
generally must be
}
{\b0 \cf1 \f0 \i0 \fs18
"http://www.westlaw.com/Document/I1559f7caeef211e28578f7ccc38dcbee/View/
FullText.html?
bargained collectively
}}}
}
and are often governed by a
}
{\b0 \cf1 \f0 \i0 \fs18
"http://www.westlaw.com/Document/Ibb09e90eef0511e28578f7ccc38dcbee/View/
FullText.html?
collective bargaining agreement
}}}
}
, which must be considered when drafting a handbook. For more information about
additional considerations when a handbook is distributed to unionized employees,
see
}
FullText.html?
ta=(sc.DocLink)#co_anchor_a477573" }{\fldrslt
Practice Note, Employee Handbooks: Best Practices: Compliance with the National
Labor Relations Act
}}}
\sa180
\sb160
.
\par {\pntext }
}
}
}
}
}
{\b0 \cf1 \f0 \ri270 \i0 \qj \fs18 \li270
}
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li180
{\b0 \cf21 \f0 \i0 \fs18
}
\u160\'3f
\par
}
{\b1 \cf33 \f0 \ri180 \i0 \qj \fs28 \li180
Identify Federal, State, and Local Laws Applicable to the Employer
\par
}
}
\u160\'3f
\par
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li180 {\fi-360 \li {\*\pn \pnlvlblt \ilvl0 \
ls13 \pnindent180 \pnf1 {\f2 \pntxtb \u8226\'3f}}{\listtext \b0 \cf1 \f0 \ri180 \i0
\qj \fs18 \li660 \u8226\'3f\tab }\ls13 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Confirm that handbook provisions comply with federal employment laws applicable to
the employer.
}
}
The applicability of various federal laws depends on the size of an employer\rquote
s workforce. For example, the anti-discrimination provisions of
}
{\b0 \cf1 \f0 \i0 \fs18
"http://www.westlaw.com/Document/Ibb0a38dcef0511e28578f7ccc38dcbee/View/
FullText.html?
Title VII of the Civil Rights Act of 1964
}}}
}
(Title VII) apply to private employers with 15 or more employees. The leave
protections under the
}
{\b0 \cf1 \f0 \i0 \fs18
"http://www.westlaw.com/Document/I0f9fbecbef0811e28578f7ccc38dcbee/View/
FullText.html?
Family and Medical Leave Act of 1993
}}}
}
(FMLA) only apply to employers with 50 or more employees. For more information on
federal employment laws applicable to the workplace, see
}
Box, Understand Which Federal Employment Laws Apply to the Business
}}}
\sa180
\sb160
and:
\par {\pntext }
}
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
"http://www.westlaw.com/Document/I1559f97ceef211e28578f7ccc38dcbee/View/
FullText.html?
Federal Employment Anti-Discrimination Laws Checklist
}}}
\sa180
\sb160
;
\par {\pntext }
}
}
}
ls15 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
"http://www.westlaw.com/Document/Ibb0a14feef0511e28578f7ccc38dcbee/View/
FullText.html?
Practice Note, Family and Medical Leave Act (FMLA) Basics: Coverage of Employers
}}}
\sa180
\sb160
; and
\par {\pntext }
}
}
}
ls16 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
"http://www.westlaw.com/Document/I1559f960eef211e28578f7ccc38dcbee/View/
FullText.html?
Employer Coverage Under Major Federal Labor and Employment Laws Chart
}}}
\sa180
\sb160
.
\par {\pntext }
}
}
}
}{\pntext }
}
{\b0 \cf1 \f0 \ri270 \i0 \qj \fs18 \li750
}
}
ls17 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Verify that handbook provisions comply with applicable state laws.
}
}
In addition to federal law, handbooks must comply with the law in each
jurisdiction in which they will be used. Common areas in which state law may impose
different or additional obligations on employers include:
\par {\pntext }
}
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
{\b0 \cf1 \f0 \i0 \fs18
"http://www.westlaw.com/Document/I0f9fe7c0ef0811e28578f7ccc38dcbee/View/
FullText.html?
minimum wage
}}}
}
and overtime requirements (see
}
"http://www.westlaw.com/Document/Ice0e8333913111e498db8b09b4f043e0/View/
FullText.html?
State and Local Minimum Wage Chart: Overview
}}}
\sa180
\sb160
,
}
"http://www.westlaw.com/Document/Ied12f496f70b11e398db8b09b4f043e0/View/
FullText.html?
State and Local Tip Credit and Tip Pooling Restrictions Chart: Overview
}}}
\sa180
\sb160
and
}
{\field {\*\fldinst HYPERLINK "http://www.westlaw.com/QACompare/Builder/State?
topicGuidReferrer=I03f4d9f7eee311e28578f7ccc38dcbee&originationContext=document&vr=
3.0&rs=cblt1.0&transitionType=PLDocumentLink&contextData=(sc.DocLink)#/topics/Wage
and Hour Laws" }{\fldrslt
Wage and Hour Laws: State Q&A Comparison Tool
}}}
\sa180
\sb160
);
\par {\pntext }
}
}
}
ls19 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
leave requirements (see
}
topicGuidReferrer=I0f9fbec0ef0811e28578f7ccc38dcbee&originationContext=document&vr=
3.0&rs=cblt1.0&transitionType=PLDocumentLink&contextData=(sc.DocLink)#/topics/Leave
Laws" }{\fldrslt
Leave Laws: State Q&A Comparison Tool
}}}
\sa180
\sb160
); and
\par {\pntext }
}
}
}
ls20 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
types of
}
{\b0 \cf1 \f0 \i0 \fs18
"http://www.westlaw.com/Document/Ibb0a38daef0511e28578f7ccc38dcbee/View/
FullText.html?
protected classes
}}}
}
(see
}
topicGuidReferrer=I03f4d9bdeee311e28578f7ccc38dcbee&originationContext=document&vr=
3.0&rs=cblt1.0&transitionType=PLDocumentLink&contextData=(sc.DocLink)#/topics/Anti-
Discrimination Laws" }{\fldrslt
Anti-Discrimination Laws: State Q&A Comparison Tool
}}}
\sa180
\sb160
).
\par {\pntext }
}
}
}
}{\pntext }
}
{\b0 \cf1 \f0 \ri270 \i0 \qj \fs18 \li750
}
}
ls21 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Consider local laws that may apply to provisions in the handbook.
}
}
Some cities and counties impose additional obligations on employers. These laws
should be reflected in a handbook\rquote s provisions. For example, many cities,
such as San Francisco, New York, and Newark, have passed laws requiring employers
to provide paid sick leave at a designated rate.
\par {\pntext }
}
}
}
}
}
{\b0 \cf1 \f0 \ri270 \i0 \qj \fs18 \li270
}
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li180
{\b0 \cf21 \f0 \i0 \fs18
}
\u160\'3f
\par
}
{\b1 \cf33 \f0 \ri180 \i0 \qj \fs28 \li180
Ensure Essential Disclaimers Are Included in the Handbook
\par
}
}
\u160\'3f
\par
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
Certain disclaimers are critical to include in a handbook distributed to
nonunionized employees.
\par {\pntext }
}
}
}
ls23 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Make sure there is an at-will provision.
}
}
The at-will provision should inform employees that they are employed on an at-will
basis and that nothing in the handbook is to be construed as creating a contract of
employment.
\par {\pntext }
}
}
}
ls24 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Confirm the employer\rquote s right to modify the handbook.
}
}
Ensure there is a provision stating the employer\rquote s ability, without notice,
to unilaterally revise, rescind, or modify the provisions and benefits described in
an employee handbook, except for the at-will provision. For more information, see
}
FullText.html?
Standard Clause, Employee Handbook Disclaimer
}}}
\sa180
\sb160
.
\par {\pntext }
}
}
}
ls25 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Ensure the handbook includes an acknowledgment form.
}
}
The handbook should include an acknowledgment form for employees to sign and
return to the employer. The acknowledgment should state that they:
\par {\pntext }
}
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
received the handbook;
\par {\pntext }
}
}
}
ls27 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
read it, understood it, and agree to comply with its provisions; and
\par {\pntext }
}
}
}
ls28 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
are employed on an at-will basis (for an example to use with nonunionized
employees, see
}
"http://www.westlaw.com/Document/I0f9fbe46ef0811e28578f7ccc38dcbee/View/
FullText.html?
Standard Document, Employee Handbook Acknowledgment
}}}
\sa180
\sb160
).
\par {\pntext }
}
}
}
}{\pntext }
}
{\b0 \cf1 \f0 \ri270 \i0 \qj \fs18 \li750
}
}
}
}
{\b0 \cf1 \f0 \ri270 \i0 \qj \fs18 \li270
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li180
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li180
For information about how these disclaimers must be revised if included in a
handbook given to unionized employees, see
}
FullText.html?
Labor Relations Act
}}}
. For sample language to include in a handbook acknowledgment given to unionized
employees, see
}
"http://www.westlaw.com/Document/I0f9fbfb6ef0811e28578f7ccc38dcbee/View/
FullText.html?
Standard Document, Unionized Employee Handbook Acknowledgment
}}}
.
\par
}
}
}
\u160\'3f
\par
}
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li180
{\b0 \cf21 \f0 \i0 \fs18
}
\u160\'3f
\par
}
{\b1 \cf33 \f0 \ri180 \i0 \qj \fs28 \li180
Review the Handbook\rquote s Policies and Procedures
\par
}
}
\u160\'3f
\par
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li180
{\b0 \cf21 \f0 \i0 \fs18
\par
}
{\b1 \cf33 \f0 \ri180 \i0 \qj \fs24 \li180
General Policies
\par
}
}
\u160\'3f
\par
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Check for inclusion of certain policies.
}
}
While anti-discrimination,
}
{\b0 \cf1 \f0 \i0 \fs18
"http://www.westlaw.com/Document/I0f9fbe7bef0811e28578f7ccc38dcbee/View/
FullText.html?
harassment
}}}
}
, and other policies are not required to be included in an employee handbook, many
employers include them to demonstrate compliance with these laws and to communicate
that commitment to employees. These include:
\par {\pntext }
}
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
an
}
{\b0 \cf1 \f0 \i0 \fs18
"http://www.westlaw.com/Document/I0f9fea2def0811e28578f7ccc38dcbee/View/
FullText.html?
Equal Employment Opportunity
}}}
}
(EEO) statement (see
}
"http://www.westlaw.com/Document/I03f4d997eee311e28578f7ccc38dcbee/View/
FullText.html?
Standard Document, Equal Employment Opportunity Policy
}}}
\sa180
\sb160
);
\par {\pntext }
}
}
}
ls31 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
an anti-harassment policy (see
}
FullText.html?
Standard Document, Anti-Harassment Policy
}}}
\sa180
\sb160
);
\par {\pntext }
}
}
}
ls32 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
an anti-retaliation policy (see
}
"http://www.westlaw.com/Document/I03f4d7b7eee311e28578f7ccc38dcbee/View/
FullText.html?
Standard Document, Anti-Retaliation Policy
}}}
\sa180
\sb160
);
\par {\pntext }
}
}
}
ls33 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
a policy demonstrating commitment to the
}
{\b0 \cf1 \f0 \i0 \fs18
"http://www.westlaw.com/Document/I0f9fe95bef0811e28578f7ccc38dcbee/View/
FullText.html?
interactive process
}}}
}
(see
}
"http://www.westlaw.com/Document/I0f9fbec7ef0811e28578f7ccc38dcbee/View/
FullText.html?
Standard Document, Disability Accommodations Policy
}}}
\sa180
\sb160
);
\par {\pntext }
}
}
}
ls34 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
a policy stating the employer\rquote s compliance with the
}
{\b0 \cf1 \f0 \i0 \fs18
"http://www.westlaw.com/Document/Ibb0a3adeef0511e28578f7ccc38dcbee/View/
FullText.html?
Immigration Reform and Control Act of 1986
}}}
}
(IRCA), including
}
{\b0 \cf1 \f0 \i0 \fs18
"http://www.westlaw.com/Document/I0f9fbf63ef0811e28578f7ccc38dcbee/View/
FullText.html?
Form I-9
}}}
}
requirements (see
}
"http://www.westlaw.com/Document/Ibb0a3ad4ef0511e28578f7ccc38dcbee/View/
FullText.html?
Standard Documents, Employment Eligibility Verification Compliance Policy
}}}
\sa180
\sb160
and
}
"http://www.westlaw.com/Document/I0f9fbf5fef0811e28578f7ccc38dcbee/View/
FullText.html?
Immigration Sponsorship Policy
}}}
\sa180
\sb160
); and
\par {\pntext }
}
}
}
ls35 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
a statement that the handbook\rquote s policies are not intended to infringe on
employees\rquote
}
{\b0 \cf1 \f0 \i0 \fs18
"http://www.westlaw.com/Document/Ibb0a1533ef0511e28578f7ccc38dcbee/View/
FullText.html?
Section 7 rights
}}}
}
under the
}
{\b0 \cf1 \f0 \i0 \fs18
"http://www.westlaw.com/Document/Ibb09e90cef0511e28578f7ccc38dcbee/View/
FullText.html?
National Labor Relations Act
}}}
}
(NLRA), which applies to unionized and nonunionized employees. For more
information, see
}
FullText.html?
Labor Relations Act
}}}
\sa180
\sb160
and
}
"http://www.westlaw.com/Document/I03f4d621eee311e28578f7ccc38dcbee/View/
FullText.html?
Article, Whether Unionized or Not, Employers Must Ensure Their Employment Policies
Comply with the NLRA
}}}
\sa180
\sb160
.
\par {\pntext }
}
}
}
}{\pntext }
}
{\b0 \cf1 \f0 \ri270 \i0 \qj \fs18 \li750
}
}
ls36 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Verify that protected classes under state and local law are included.
}
}
These policies should also identify protected classes under applicable state and
local laws and include a clause to that effect.
\par {\pntext }
}
}
}
}
}
{\b0 \cf1 \f0 \ri270 \i0 \qj \fs18 \li270
}
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li180
{\b0 \cf21 \f0 \i0 \fs18
\par
}
{\b1 \cf33 \f0 \ri180 \i0 \qj \fs24 \li180
Wage and Hour Policies
\par
}
}
\u160\'3f
\par
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Review wage and hour policies for compliance with state and local laws.
}
}
These include statements regarding:
\par {\pntext }
}
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
minimum wage (see
}
"http://www.westlaw.com/Document/Ice0e8333913111e498db8b09b4f043e0/View/
FullText.html?
State and Local Minimum Wage Chart: Overview
}}}
\sa180
\sb160
);
\par {\pntext }
}
}
}
ls39 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
overtime;
\par {\pntext }
}
}
}
ls40 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
payroll practices (see
}
"http://www.westlaw.com/Document/Ie0db82868fcc11e498db8b09b4f043e0/View/
FullText.html?
Vacation Pay State Laws Chart: Overview
}}}
\sa180
\sb160
);
\par {\pntext }
}
}
}
ls41 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
paycheck deductions;
\par {\pntext }
}
}
}
ls42 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
meal and rest periods; and
\par {\pntext }
}
}
}
ls43 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
timekeeping practices.
\par {\pntext }
}
}
}
}{\pntext }
}
{\b0 \cf1 \f0 \ri270 \i0 \qj \fs18 \li750
}
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
For more information, see
}
}}}
\sa180
\sb160
. For a policy compliant with the federal
}
{\b0 \cf1 \f0 \i0 \fs18
"http://www.westlaw.com/Document/I03f4d9fceee311e28578f7ccc38dcbee/View/
FullText.html?
Fair Labor Standards Act of 1938
}}}
}
(FLSA), see
}
"http://www.westlaw.com/Document/Ibb0a37c2ef0511e28578f7ccc38dcbee/View/
FullText.html?
Standard Document, Payroll Practices and Compensation Policy
}}}
\sa180
\sb160
.
\par {\pntext }
}
}
}
ls44 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Ensure employee classifications are clearly defined.
}
}
To make sure employees understand which of the employer\rquote s policies apply to
them based on their classification, and to ensure the terms are used in a
consistent manner in various policies, the handbook should clearly define various
employee classifications used by the employer, such as:
\par {\pntext }
}
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
full-time;
\par {\pntext }
}
}
}
ls46 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
part-time;
\par {\pntext }
}
}
}
ls47 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
probationary;
\par {\pntext }
}
}
}
ls48 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
per diem;
\par {\pntext }
}
}
}
ls49 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
temporary;
\par {\pntext }
}
}
}
ls50 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
{\b0 \cf1 \f0 \i0 \fs18
"http://www.westlaw.com/Document/I0fa00cbfef0811e28578f7ccc38dcbee/View/
FullText.html?
exempt
}}}
}
; and
\par {\pntext }
}
}
}
ls51 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
{\b0 \cf1 \f0 \i0 \fs18
"http://www.westlaw.com/Document/I0fa00cbdef0811e28578f7ccc38dcbee/View/
FullText.html?
nonexempt
}}}
}
.
\par {\pntext }
}
}
}
}{\pntext }
}
{\b0 \cf1 \f0 \ri270 \i0 \qj \fs18 \li750
}
}
ls52 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Ensure policies are not overly broad.
}
}
Employers must carefully craft policies that restrict employees from sharing
information with other employees (including general personnel information about
wages and compensation) to avoid claims that the policies infringe on employees\
rquote Section 7 rights under the NLRA (see
}
"http://www.westlaw.com/Document/I03f4daaaeee311e28578f7ccc38dcbee/View/
FullText.html?
Standard Clause, Policy Disclaimer of Restrictions on Employees\rquote NLRA Rights
}}}
\sa180
\sb160
).
\par {\pntext }
}
}
}
}
}
{\b0 \cf1 \f0 \ri270 \i0 \qj \fs18 \li270
}
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li180
{\b0 \cf21 \f0 \i0 \fs18
\par
}
{\b1 \cf33 \f0 \ri180 \i0 \qj \fs24 \li180
Employee Conduct and Expression Policies
\par
}
}
\u160\'3f
\par
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Review employee conduct policies for specificity and compliance with applicable
laws.
}
}
These policies should be clearly drafted to identify prohibited activities, while
avoiding infringement on employees\rquote rights under the NLRA to engage in
protected
}
{\b0 \cf1 \f0 \i0 \fs18
FullText.html?
concerted activity
}}}
}
. Examples of these types of policies include:
\par {\pntext }
}
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
confidentiality policies (see
}
FullText.html?
Standard Document, Employee Confidentiality and Proprietary Rights Agreement
}}}
\sa180
\sb160
);
\par {\pntext }
}
}
}
ls55 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
use of employer-provided email, telephones, laptops, and other equipment (see
}
"http://www.westlaw.com/Document/I03f4d98ceee311e28578f7ccc38dcbee/View/
FullText.html?
Standard Document, IT Resources and Communications Systems Policy
}}}
\sa180
\sb160
);
\par {\pntext }
}
}
}
ls56 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
use of social media (see
}
"http://www.westlaw.com/Document/Ibb0a37cbef0511e28578f7ccc38dcbee/View/
FullText.html?
Standard Document, Company Social Media Use Guidelines
}}}
\sa180
\sb160
);
\par {\pntext }
}
}
}
ls57 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
standards of conduct policy (see
}
"http://www.westlaw.com/Document/Ibb0a387def0511e28578f7ccc38dcbee/View/
FullText.html?
Standard Document, Standards of Conduct Policy
}}}
\sa180
\sb160
); and
\par {\pntext }
}
}
}
ls58 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
limitations on solicitation and distribution of materials in the workplace (see
}
"http://www.westlaw.com/Document/I03f4da9ceee311e28578f7ccc38dcbee/View/
FullText.html?
Standard Document, Solicitation and Distribution Policy
}}}
\sa180
\sb160
).
\par {\pntext }
}
}
}
}{\pntext }
}
{\b0 \cf1 \f0 \ri270 \i0 \qj \fs18 \li750
}
}
ls59 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Confirm that a progressive discipline policy, if included in the handbook, is not
mandatory, overly detailed, or rigid.
}
}
While employers generally should aim to practice progressive discipline with their
employees, it need not be written in a policy. If a progressive discipline
provision is included in a handbook, it should be drafted carefully so that it does
not create a presumption that an employer may only terminate an employee
}
{\b0 \cf1 \f0 \i0 \fs18
"http://www.westlaw.com/Document/I0fa00fb1ef0811e28578f7ccc38dcbee/View/
FullText.html?
for cause
}}}
}
or after all the steps in the discipline policy have been taken. Specifically, a
progressive discipline policy should:
\par {\pntext }
}
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
avoid a detailed listing of disciplinary steps;
\par {\pntext }
}
}
}
ls61 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
clearly state the procedure is discretionary, reserving the employer\rquote s
absolute right to bypass the disciplinary procedure;
\par {\pntext }
}
}
}
ls62 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
note that it does not apply to
}
{\b0 \cf1 \f0 \i0 \fs18
"http://www.westlaw.com/Document/I0f9fbf01ef0811e28578f7ccc38dcbee/View/
FullText.html?
reductions in force
}}}
}
or during a probationary or introductory period; and
\par {\pntext }
}
}
}
ls63 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
include a statement that it does not change the at-will nature of the employment.
\par {\pntext }
}
}
}
}{\pntext }
}
{\b0 \cf1 \f0 \ri270 \i0 \qj \fs18 \li750
}
}
}
}
{\b0 \cf1 \f0 \ri270 \i0 \qj \fs18 \li270
}
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li180
{\b0 \cf21 \f0 \i0 \fs18
\par
}
{\b1 \cf33 \f0 \ri180 \i0 \qj \fs24 \li180
Employee Leave Policies
\par
}
}
\u160\'3f
\par
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Ensure that policies addressing leave required by federal law are included in the
handbook.
}
}
These laws include, for example:
\par {\pntext }
}
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
family and medical leave;
\par {\pntext }
}
}
}
ls66 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
military service leave; and
\par {\pntext }
}
}
}
ls67 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
jury duty leave for federal jury duty service.
\par {\pntext }
}
}
}
}{\pntext }
}
{\b0 \cf1 \f0 \ri270 \i0 \qj \fs18 \li750
}
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
For more information about leave policies, including whether they are required or
recommended, see
}
FullText.html?
Practice Note, Employee Handbooks: Best Practices: Time Away from Work and Employee
Leave
}}}
\sa180
\sb160
.
\par {\pntext }
}
}
}
ls68 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Include any policies required by state law to be included in the handbook.
}
}
Some states may require certain policies to be included in a handbook, if the
employer maintains one. For example, California requires the inclusion of certain
policies, such as those addressing:
\par {\pntext }
}
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
pregnancy disability leave; and
\par {\pntext }
}
}
}
ls70 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
family and medical leave.
\par {\pntext }
}
}
}
}{\pntext }
}
{\b0 \cf1 \f0 \ri270 \i0 \qj \fs18 \li750
}
}
ls71 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Verify that all leave policies comply with state and local laws.
}
}
Leave policies included in handbooks must comply with state and local laws,
including:
\par {\pntext }
}
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
mandated sick leave;
\par {\pntext }
}
}
}
ls73 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
vacation leave that must comply with state laws regarding vesting, forfeiture,
maximum caps, and so on;
\par {\pntext }
}
}
}
ls74 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
pregnancy leave;
\par {\pntext }
}
}
}
ls75 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
family and medical leave;
\par {\pntext }
}
}
}
ls76 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
jury duty leave;
\par {\pntext }
}
}
}
ls77 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
victims of domestic violence leave;
\par {\pntext }
}
}
}
ls78 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
voting leave;
\par {\pntext }
}
}
}
ls79 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
organ and bone marrow donor leave;
\par {\pntext }
}
}
}
ls80 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
military leave;
\par {\pntext }
}
}
}
ls81 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
crime victims leave;
\par {\pntext }
}
}
}
ls82 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
civil air patrol or law enforcement leave; or
\par {\pntext }
}
}
}
ls83 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
time off for child\rquote s school activities.
\par {\pntext }
}
}
}
}{\pntext }
}
{\b0 \cf1 \f0 \ri270 \i0 \qj \fs18 \li750
}
}
}
}
{\b0 \cf1 \f0 \ri270 \i0 \qj \fs18 \li270
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li180
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li180
}
Laws" }{\fldrslt
}}}
and
}
topicGuidReferrer=I0f9fbeb2ef0811e28578f7ccc38dcbee&originationContext=document&vr=
Policy Language" }{\fldrslt
Leave Policy Language: State Q&A Comparison Tool
}}}
.
\par
}
}
}
\u160\'3f
\par
}
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li180
{\b0 \cf21 \f0 \i0 \fs18
\par
}
{\b1 \cf33 \f0 \ri180 \i0 \qj \fs24 \li180
Employee Benefits
\par
}
}
\u160\'3f
\par
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Ensure that policies regarding employee benefits are not unnecessarily detailed.
}
}
The benefits section of a handbook should be reviewed to ensure that it:
\par {\pntext }
}
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
includes only a brief description of benefit programs with a note that specific
details may be found in the benefit plan documents, which control; and
\par {\pntext }
}
}
}
ls86 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
avoids triggering compliance obligations applicable to
}
{\b0 \cf1 \f0 \i0 \fs18
"http://www.westlaw.com/Document/Ibb0a3afcef0511e28578f7ccc38dcbee/View/
FullText.html?
employee benefit plans
}}}
}
under the
}
{\b0 \cf1 \f0 \i0 \fs18
"http://www.westlaw.com/Document/I1559f7cceef211e28578f7ccc38dcbee/View/
FullText.html?
Employee Retirement Income Security Act of 1974
}}}
}
(ERISA).
\par {\pntext }
}
}
}
}{\pntext }
}
{\b0 \cf1 \f0 \ri270 \i0 \qj \fs18 \li750
}
}
ls87 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Consider including a disclaimer that benefit plan documents rather than the
handbook control the terms of ERISA benefit plans.
}
}
For a sample disclaimer, see
}
FullText.html?
Standard Clause, Employee Handbook Disclaimer About Employee Benefit Plans
}}}
\sa180
\sb160
.
\par {\pntext }
}
}
}
}
}
{\b0 \cf1 \f0 \ri270 \i0 \qj \fs18 \li270
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li180
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li180
}
FullText.html?
Practice Note, Employee Handbooks: Best Practices: Employee Benefits
}}}
.
\par
}
}
}
\u160\'3f
\par
}
}
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li180
{\b0 \cf21 \f0 \i0 \fs18
}
\u160\'3f
\par
}
{\b1 \cf33 \f0 \ri180 \i0 \qj \fs28 \li180
Assess the Handbook\rquote s Clarity, Accuracy, and Consistency
\par
}
}
\u160\'3f
\par
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Critique whether the handbook is easy to read and understand.
}
}
An employee handbook should be organized so that information is easy to find. It
should be written in clear, simple terms so that it is easily understandable.
\par {\pntext }
}
}
}
ls89 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Eliminate ambiguous wording.
}
}
Any ambiguities in the handbook will be construed against the employer. Revise any
wording that is unclear or confusing.
\par {\pntext }
}
}
}
ls90 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Verify that the handbook reflects the employer\rquote s actual practices.
}
}
The policies and procedures in the handbook should be consistent with the
employer\rquote s actual practices. For example, ensure that a progressive
discipline policy included in a handbook conforms to the employer\rquote s
practice.
\par {\pntext }
}
}
}
ls91 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Ensure that policies and terms used in the handbook are consistent.
}
}
Since policies may be added or updated at different times, ensure that they do not
contain terms that contradict each other. Also, defined terms should be used in a
consistent manner throughout the handbook. For example, a full-time employee should
be defined the same under the employee classification section and the benefits
section.
\par {\pntext }
}
}
}
}
}
{\b0 \cf1 \f0 \ri270 \i0 \qj \fs18 \li270
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li180
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li180
}
FullText.html?
Practice Note, Employee Handbooks: Best Practices: Drafting Guidelines
}}}
and
}
FullText.html?
Tips for Organizing a Handbook
}}}
.
\par
}
}
}
\u160\'3f
\par
}
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li180
{\b0 \cf21 \f0 \i0 \fs18
}
\u160\'3f
\par
}
{\b1 \cf33 \f0 \ri180 \i0 \qj \fs28 \li180
Consider Any Additional Recommendations
\par
}
}
\u160\'3f
\par
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Assess whether any portion of the handbook should or must be translated.
}
}
While generally not required to be translated, if most employees speak another
language, it may be worthwhile to have an employee handbook, or any portion of it,
translated to ensure employees understand it. In some states such as California,
certain policies must be translated, such as those regarding pregnancy leave and
family and medical leave (see, for example,
}
"http://www.westlaw.com/Document/I3a9a3566ef1211e28578f7ccc38dcbee/View/
FullText.html?
State Q&A, Leave Policy Language: California: Questions 1
}}}
\sa180
\sb160
and
}
"http://www.westlaw.com/Document/I3a9a3566ef1211e28578f7ccc38dcbee/View/
FullText.html?
7
}}}
\sa180
\sb160
). For information about other states\rquote leave laws, see
}
topicGuidReferrer=I0f9fbeb2ef0811e28578f7ccc38dcbee&originationContext=document&vr=
Policy Language" }{\fldrslt
Leave Policy Language: State Q&A Comparison Tool
}}}
\sa180
\sb160
.
\par {\pntext }
}
}
}
ls93 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Recommend redistribution and reacknowledgement of updated handbooks.
}
}
Depending on the amount of revisions to a handbook, an employer may consider
redistributing the entire handbook or only those policies that have been updated or
revised. In these cases, employers should:
\par {\pntext }
}
}
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
ask employees to sign acknowledgment forms regarding the new handbook or revised
policies;
\par {\pntext }
}
}
}
ls95 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
ensure compliance with applicable state and local laws if using electronic
distribution and acknowledgments (see, for example,
}
"http://www.westlaw.com/Document/I1485df45abb311e498db8b09b4f043e0/View/
FullText.html?
Legal Update, Jackson Lewis: California Employer Could Not Prove Employee Signed
Arbitration Agreement by Electronic Signature
}}}
\sa180
\sb160
and
}
FullText.html?
Article, Distributing Employee Handbooks Electronically: Expert Q&A
}}}
\sa180
\sb160
); and
\par {\pntext }
}
}
}
ls96 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li1140
implement changes prospectively only after giving advance notice to employees and
ensuring the new policies do not cause employees to lose any accrued right or
earned benefit.
\par {\pntext }
}
}
}
}{\pntext }
}
{\b0 \cf1 \f0 \ri270 \i0 \qj \fs18 \li750
}
}
ls97 {\pntext }
{\b0 \cf1 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf1 \f0 \ri180 \i0 \ql \fs18 \li660
{\b1 \cf1 \f0 \i0 \fs18
Assess whether any portion of the workforce is unionized.
}
}
Although beyond the scope of this Checklist, if any portion of the workforce is
unionized, the employer may have bargaining obligations before implementing new
policies or modifying existing policies regarding the unionized employees. For more
information, see
}
"http://www.westlaw.com/Document/I03f4daa9eee311e28578f7ccc38dcbee/View/
FullText.html?
Practice Note, Collective Bargaining Under the National Labor Relations Act
}}}
\sa180
\sb160
.
\par {\pntext }
}
}
}
}
}
{\b0 \cf1 \f0 \ri270 \i0 \qj \fs18 \li270
}
}{
\clcbpat25 \clpadt100 \clpadft3 \clpadb100 \clpadfb3 \clpadl100 \clpadfl3 \
clpadr100 \clpadfr3 \clbrdrt \brdrcf1 \brdrw20 \brdrs \clbrdrb \brdrcf1 \brdrw20 \
brdrs \clbrdrl \brdrcf1 \brdrw20 \brdrs \clbrdrr \brdrcf1 \brdrw20 \brdrs \trql \
clwWidth10091 \cellx10091
\intbl
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li180
{\b0 \cf21 \f0 \i0 \fs18
}
\u160\'3f
\par
}
{\b1 \cf19 \f0 \ri180 \i0 \qj \fs28 \li180
Understand Which Federal Employment Laws Apply to the Business
\par
}
}
\u160\'3f
\par
}
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li180 \b0 \cf19 \f0 \ri180 \ul0 \strike0 \i0 \
qj \fs18 \li180 \sa0 \sb0 {\fi-360 \li {\*\pn \pnlvlblt \ilvl0 \ls98 \pnindent180 \
pnf1 {\f2 \pntxtb \u8226\'3f}}{\listtext \b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \
li660 \u8226\'3f\tab }\ls98 {\pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li660
Depending on the size and location of a private business and its employees,
different employment laws may apply and govern aspects of the employer-employee
relationship. The major statutes cover issues such as:
\par {\pntext }
}
}
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li660 \b0 \cf19 \f0 \strike0 \i0 \fs18 \
sa180 \sb160 \ri180 \ul0 \qj \ql \li660 {\fi-360 \li {\*\pn \pnlvlblt \ilvl0 \
ls99 \pnindent660 \pnf1 {\f2 \pntxtb \u8226\'3f}}{\listtext \b0 \cf19 \f0 \ri180 \
i0 \qj \fs18 \li1140 \u8226\'3f\tab }\ls99 {\pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li1140
wage and hour requirements;
\par {\pntext }
}
}
}
}\b0 \cf19 \f0 \strike0 \i0 \fs18 \sa180 \sb320 \ri180 \ul0 \qj \ql \li1140 {\fi-
360 \li {\*\pn \pnlvlblt \ilvl0 \ls100 \pnindent660 \pnf1 {\f2 \pntxtb \u8226\'3f}}
{\listtext \b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li1140 \u8226\'3f\tab }\ls100 {\
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li1140
anti-discrimination laws;
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li1140
hiring and notice requirements;
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li1140
background check laws; and
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li1140
leave and paid sick time laws.
\par {\pntext }
}
}
}
}\b0 \cf19 \f0 \strike0 \i0 \fs18 \sa180 \sb320 \ri180 \ul0 \qj \ql \li1140 {\
pntext }
}
{\b0 \cf19 \f0 \ri270 \i0 \qj \fs18 \li750
}
}
}\b0 \cf19 \f0 \ri270 \i0 \qj \fs18 \li750 {\fi-360 \li {\*\pn \pnlvlblt \ilvl0 \
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li660
Employers with
}
{\b1 \cf19 \f0 \i0 \fs18
one or more employees
}
}
must comply with:
\par {\pntext }
}
}
sa180 \sb160 \ri180 \ul0 \qj \ql \li660 {\fi-360 \li {\*\pn \pnlvlblt \ilvl0 \ls105
\pnindent660 \pnf1 {\f2 \pntxtb \u8226\'3f}}{\listtext \b0 \cf19 \f0 \ri180 \i0 \qj
\fs18 \li1140 \u8226\'3f\tab }\ls105 {\pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li1140
the FLSA, if their employees engage in interstate commerce or if it is an
}
{\b0 \cf19 \f0 \i0 \fs18
"http://www.westlaw.com/Document/I0fa01078ef0811e28578f7ccc38dcbee/View/
FullText.html?
enterprise engaged in commerce or the production of goods for commerce
}\b1 \cf21 \f0 \ul0 \strike0 \i0 \fs18 \sa0 \sb0 }}
}
with gross annual sales or business of at least $500,000 (see
}
"http://www.westlaw.com/Document/I03f4d9f9eee311e28578f7ccc38dcbee/View/
FullText.html?
Practice Note, Wage and Hour Law: Overview
\sa180
\sb160
);
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li1140
the
}
{\b0 \cf19 \f0 \i0 \fs18
"http://www.westlaw.com/Document/I0f9fc017ef0811e28578f7ccc38dcbee/View/
FullText.html?
Equal Pay Act of 1963
}
, if the employer is otherwise covered by the FLSA;
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li1140
all requirements under the IRCA, including Form I-9 requirements, but not the anti-
discrimination provisions (see
}
"http://www.westlaw.com/Document/Ibb0a37dcef0511e28578f7ccc38dcbee/View/
FullText.html?
Practice Note, Demonstrating the Right to Work in the United States
\sa180
\sb160
);
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li1140
the
}
{\b0 \cf19 \f0 \i0 \fs18
"http://www.westlaw.com/Document/I0f9fbf8cef0811e28578f7ccc38dcbee/View/
FullText.html?
Occupational Health and Safety Act
}
(OSHA) (see
}
"http://www.westlaw.com/Document/Ibb0a37f2ef0511e28578f7ccc38dcbee/View/
FullText.html?
Practice Note, Health and Safety in the Workplace: Overview
\sa180
\sb160
);
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li1140
the NLRA, regardless of whether the employees are unionized, though some categories
of employees and workers are not covered (see
}
"http://www.westlaw.com/Document/I03f4daafeee311e28578f7ccc38dcbee/View/
FullText.html?
Practice Note, Labor Law: Overview
\sa180
\sb160
);
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li1140
the
}
{\b0 \cf19 \f0 \i0 \fs18
FullText.html?
Uniformed Services Employment and Reemployment Rights Act of 1994
}
(USERRA) (see
}
"http://www.westlaw.com/Document/I0f9fbeb8ef0811e28578f7ccc38dcbee/View/
FullText.html?
Practice Note, Military Leave Law
\sa180
\sb160
);
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li1140
the
}
{\b0 \cf19 \f0 \i0 \fs18
FullText.html?
Fair Credit Reporting Act
}
(FCRA) (see
}
"http://www.westlaw.com/Document/I03f4da64eee311e28578f7ccc38dcbee/View/
FullText.html?
Practice Note, Background Checks and References
\sa180
\sb160
); and
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li1140
{\b0 \cf19 \f0 \i0 \fs18
FullText.html?
Section 1981 of the Civil Rights Act of 1866
}
(Section 1981).
\par {\pntext }
}
}
}
pntext }
}
{\b0 \cf19 \f0 \ri270 \i0 \qj \fs18 \li750
}
}
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li660
Employers with
}
{\b1 \cf19 \f0 \i0 \fs18
four or more employees
}
}
must comply with the anti-discrimination provisions under the IRCA, except the
anti-discrimination provisions based on national origin only apply to employers
with between 4 and 14 employees (larger employers are subject to Title VII, which
prohibits national origin discrimination).
\par {\pntext }
}
}
}
}\b0 \cf19 \f0 \strike0 \i0 \fs18 \sa180 \sb160 \ri180 \ul0 \qj \ql \li660 {\fi-360
\li {\*\pn \pnlvlblt \ilvl0 \ls114 \pnindent180 \pnf1 {\f2 \pntxtb \u8226\'3f}}{\
listtext \b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li660 \u8226\'3f\tab }\ls114 {\
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li660
Employers with
}
{\b1 \cf19 \f0 \i0 \fs18
15 or more employees
}
}
must comply with:
\par {\pntext }
}
}
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li1140
Title VII (see
}
"http://www.westlaw.com/Document/I03f4d9bceee311e28578f7ccc38dcbee/View/
FullText.html?
Practice Note, Discrimination: Overview
\sa180
\sb160
), although forms of discrimination are prohibited under state and local laws that
may apply to smaller employers;
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li1140
the
}
{\b0 \cf19 \f0 \i0 \fs18
"http://www.westlaw.com/Document/Ibb09e921ef0511e28578f7ccc38dcbee/View/
FullText.html?
Americans with Disabilities Act of 1990
}
(ADA) (see
}
"http://www.westlaw.com/Document/I03f4d9bbeee311e28578f7ccc38dcbee/View/
FullText.html?
Practice Notes, Disability Discrimination Under the ADA
\sa180
\sb160
and
}
"http://www.westlaw.com/Document/I03f4d7b3eee311e28578f7ccc38dcbee/View/
FullText.html?
Disability Accommodation Under the ADA
\sa180
\sb160
), although disability protections may be broader or apply to smaller employers
under state or local law; and
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li1140
the
}
{\b0 \cf19 \f0 \i0 \fs18
"http://www.westlaw.com/Document/I03f4d97feee311e28578f7ccc38dcbee/View/
FullText.html?
Genetic Information Nondiscrimination Act of 2008
}
(GINA).
\par {\pntext }
}
}
}
pntext }
}
{\b0 \cf19 \f0 \ri270 \i0 \qj \fs18 \li750
}
}
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li660
Employers with
}
{\b1 \cf19 \f0 \i0 \fs18
}
}
must comply with:
\par {\pntext }
}
}
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li1140
the
}
{\b0 \cf19 \f0 \i0 \fs18
FullText.html?
Age Discrimination in Employment Act of 1967
}
(ADEA) (see
}
"http://www.westlaw.com/Document/Ibb0a38cfef0511e28578f7ccc38dcbee/View/
FullText.html?
Practice Note, Age Discrimination
\sa180
\sb160
). However, age discrimination is prohibited under many state and local laws that
may apply to smaller employers or may protect a broader class of employees; and
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li1140
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li1140
the
}
{\b0 \cf19 \f0 \i0 \fs18
"http://www.westlaw.com/Document/I0f9fea39ef0811e28578f7ccc38dcbee/View/
FullText.html?
Consolidated Omnibus Budget Reconciliation Act of 1985
}
(COBRA), if the business maintains an employer-sponsored group benefit plan (see
}
"http://www.westlaw.com/Document/I0fa00e3eef0811e28578f7ccc38dcbee/View/
FullText.html?
Practice Note, COBRA Overview
\sa180
\sb160
).
\par {\pntext }
}
}
}
pntext }
}
{\b0 \cf19 \f0 \ri270 \i0 \qj \fs18 \li750
}
}
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li660
Employers with
}
{\b1 \cf19 \f0 \i0 \fs18
}
}
must comply with the FMLA (see
}
"http://www.westlaw.com/Document/Ibb0a14feef0511e28578f7ccc38dcbee/View/
FullText.html?
Practice Note, Family and Medical Leave Act (FMLA) Basics
\sa180
\sb160
), although smaller employers may be required to provide similar leave under state
or local law.
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li660
Employers with
}
{\b1 \cf19 \f0 \i0 \fs18
}
}
may be required to comply with the
}
{\b0 \cf19 \f0 \i0 \fs18
"http://www.westlaw.com/Document/I1559f7ceeef211e28578f7ccc38dcbee/View/
FullText.html?
Worker Adjustment and Retraining Notification Act
}
(WARN Act). However, many states have passed similar statutes that may apply to
smaller employers (see
}
topicGuidReferrer=I0f9fea23ef0811e28578f7ccc38dcbee&originationContext=document&vr=
3.0&rs=cblt1.0&transitionType=PLDocumentLink&contextData=(sc.DocLink)#/topics/Mini-
WARN Acts" }{\fldrslt
Mini-WARN Acts: State Q&A Comparison Tool
\sa180
\sb160
).
\par {\pntext }
}
}
}
}\b0 \cf19 \f0 \strike0 \i0 \fs18 \sa180 \sb160 \ri180 \ul0 \qj \ql \li660 \intbl
}
{\b0 \cf19 \f0 \ri270 \i0 \qj \fs18 \li270
}
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li180
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li180
For more information about coverage under various employment laws in general, see
}
"http://www.westlaw.com/Document/I1559f960eef211e28578f7ccc38dcbee/View/
FullText.html?
Employer Coverage Under Major Federal Labor and Employment Laws Chart
. For more information about the potential costs of noncompliance, see
}
"http://www.westlaw.com/Document/Ibb0a38d2ef0511e28578f7ccc38dcbee/View/
FullText.html?
Remedies Under Major Federal Employment Anti-Discrimination Laws Chart
.
\par
}
}
}
\u160\'3f
\par
}
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li180
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li180
For more information about state and local employment law coverage, see:
\par
}
}
}
\u160\'3f
\par
}
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li180 \b0 \cf19 \f0 \ri180 \ul0 \strike0 \i0 \
qj \fs18 \li180 \sa0 \sb0 {\fi-360 \li {\*\pn \pnlvlblt \ilvl0 \ls123 \
pnindent180 \pnf1 {\f2 \pntxtb \u8226\'3f}}{\listtext \b0 \cf19 \f0 \ri180 \i0 \
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li660
"http://www.westlaw.com/Document/I775543a91c8911e38578f7ccc38dcbee/View/
FullText.html?
Multi-State Charts Toolkit
\sa180
\sb160
.
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li660
topicGuidReferrer=I03f4d9bdeee311e28578f7ccc38dcbee&originationContext=document&vr=
3.0&rs=cblt1.0&transitionType=PLDocumentLink&contextData=(sc.DocLink)#/topics/Anti-
Discrimination Laws" }{\fldrslt
Anti-Discrimination Laws: State Q&A Comparison Tool
\sa180
\sb160
.
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li660
topicGuidReferrer=I0f9fbe54ef0811e28578f7ccc38dcbee&originationContext=document&vr=
3.0&rs=cblt1.0&transitionType=PLDocumentLink&contextData=(sc.DocLink)#/topics/
Background Check Laws" }{\fldrslt
Background Check Laws: State Q&A Comparison Tool
\sa180
\sb160
.
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li660
topicGuidReferrer=I21061822ef0811e28578f7ccc38dcbee&originationContext=document&vr=
Hiring Requirements" }{\fldrslt
Hiring Requirements: State Q&A Comparison Tool
\sa180
\sb160
.
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li660
topicGuidReferrer=I0f9fe7bbef0811e28578f7ccc38dcbee&originationContext=document&vr=
Independent Contractors" }{\fldrslt
Independent Contractors: State Q&A Comparison Tool
\sa180
\sb160
.
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li660
Laws" }{\fldrslt
\sa180
\sb160
.
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li660
\sa180
\sb160
.
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li660
topicGuidReferrer=I5a56fac8df8911e498db8b09b4f043e0&originationContext=document&vr=
Workers' Compensation Laws" }{\fldrslt
Workers\rquote Compensation Laws: State Q&A Comparison Tool
\sa180
\sb160
.
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li660
"http://www.westlaw.com/Document/I5f5976f41c8a11e38578f7ccc38dcbee/View/
FullText.html?
State Occupational Safety and Health Plan Laws Chart: Overview
\sa180
\sb160
.
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li660
"http://www.westlaw.com/Document/I5f5976ee1c8a11e38578f7ccc38dcbee/View/
FullText.html?
Practice Note, Employer Obligations Under State Immigration Laws in the US
\sa180
\sb160
.
\par {\pntext }
}
}
}
pntext }
{\b0 \cf19 \f0 \ri180 \i0 \qj \fs18 \li660
{\b0 \cf19 \f0 \ri180 \i0 \ql \fs18 \li660
"http://www.westlaw.com/Document/I0fa00fe3ef0811e28578f7ccc38dcbee/View/
FullText.html?
State E-Verify Employment Eligibility Verification Laws Chart: Overview
\sa180
\sb160
.
\par {\pntext }
}
}
}
}\b0 \cf19 \f0 \strike0 \i0 \fs18 \sa180 \sb160 \ri180 \ul0 \qj \ql \li660 \intbl
}
{\b0 \cf19 \f0 \ri270 \i0 \qj \fs18 \li270
}
}\b0 \cf19 \f0 \ri270 \i0 \qj \fs18 \li270 \intbl \cell \row }}\par
}
}\sect }

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