|
|
|
| ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
|
|
Report Link Employee Handbooks.Elarbee, Thompson, Sapp & Wilson, LLP. - April 28, 2009 With recent elections came new laws and/or proposed changes to existing laws that affect human resources practices. The following describes some recent proposed and enacted legislation and case law of which you should be aware in terms of keeping your employee handbook up to date both now and in upcoming months. Report Link Put Handbook Review on Your 2009 "To Do" List.Fisher & Phillips, LLP - January 08, 2009 Not complying with current law can be expensive in today's legal climate. One of your New Year's resolutions should be to review your employee handbook and employment-related policies to make sure they are up to date. When doing so, remember to draft your handbooks so that your employees actually read them and follow your policies.
In this article we'll offer advice on how to write handbooks employees will actually read, and also identify 10 important policies that every employer should have in place to minimize the risks of employment-related litigation. Report Link Employee's Long Tenure Did Not Create Implied Contract of Employment.Jackson Lewis LLP - April 15, 2008 An employee’s long tenure with a company, without more, did not alter his at-will status, held the U.S. Court of Appeals for the Ninth Circuit. The federal appeals court in San Francisco court affirmed summary judgment in favor of the employer and rejected the plaintiff’s implied contract claim. Report Link Updated Employee Policies for 2008.Shaw Valenza LLP - December 24, 2007 This time of year, everyone has a “to-do” list that is too long. Employers are no exception. In addition to replacing outdated workplace posters and pamphlets, implementing the new I-9 form, and ensuring employees receive notice of their right to claim the Earned Income Tax Credit, employers should tune up their handbooks for the new year. Report Link Cookie-Cutter Employment Policies Don't Cut It.Vedder Price - December 20, 2007 A solid defense to a claim of sexual harassment is
evidence that the complaining employee never reported
the harassment before fi ling a charge. But what if the
company’s anti-harassment policy doesn’t explain how
employees should report such matters, or fails to identify
the person to whom complaints should be made? Report Link Do I Really Need An Employee Handbook?Elarbee, Thompson, Sapp & Wilson, LLP. - December 06, 2007 The hospitality industry provides the first job for many workers in America. While that presents the industry with a great opportunity to identify and cultivate successful contributors in the future, it also presents a unique challenge: Because it is their first job, many hospitality workers have no real idea of what is expected of them. Report Link Provisions of an Effective Employee Handbook (Part II) (pdf).Jones Walker - November 05, 2007 The following is the second of a two-part series. Report Link Provisions of an Effective Employee Handbook (pdf).Jones Walker - October 11, 2007 There is no law that requires you to have an employee handbook.
Additionally, if you have a handbook, it does not necessarily follow that you will
be in a better position to prevent or defend a lawsuit. So why go to the trouble? Report Link Employee Handbooks -- Protecting A Valuable Company Asset.Fisher & Phillips, LLP - March 05, 2007 Employee handbooks can be great tools for employers, but like mutual funds and automobiles, they need periodic checkups and maintenance. A well-written and up-to-date employee handbook can be a litigation lifesaver, but an out-of-date handbook can be your worst nightmare. Recognizing and treating employee handbooks as important HR assets will pay off in the long run by providing consistency and guidance in day-to-day operations, and legal protection in the event of a lawsuit. Report Link Employee Handbook Provisions Could Leave Employers Vulnerable to Union Attacks (pdf).Ford & Harrison LLP - August 02, 2006 There are many reasons for employers to implement and distribute well-drafted employee handbooks, including protecting
themselves (as much as possible) from liability for unlawful harassment and demonstrating compliance with the FMLA and
other employment laws. While complying with employment laws is rightfully at the forefront of employers’ concerns when
issuing handbooks, employers should be equally concerned with ensuring that their employee handbooks comply with
federal labor law. This is especially true now, because unions have increasingly attacked the legality of certain handbook
provisions of both unionized and union-free employers. Report Link Employee Handbooks That Work.Fredrikson & Byron, P.A. - January 12, 2005 Employee handbooks need a public relations makeover. The rise in breach of contract lawsuits involving employee handbooks has left many employers feeling betrayed by their handbooks and doubting whether they are worth the trouble. Report Link Employee Handbooks: Time to Update?Jackson Lewis LLP - January 05, 2005 With the new year upon us, many employers have a lengthy list of "things to do." One item that should be on every organization's list is updating the employee handbook or personnel manual. Report Link An Effective Employee Handbook (Part III of III) [PDF File].Jones Walker - July 08, 2003 Discusses many standard employee handbook policies, including severance pay, military leave, jury duty, maternity leave and cell phone use. Report Link An Effective Employee Handbook (Part II of III) [PDF File].Jones Walker - April 24, 2003 Following is Part II of our three-part series on employee handbooks. Report Link An Effective Employee Handbook ( Part I of III) [PDF File].Jones Walker - March 28, 2003 This is the first of a three-part series on the importance of employee handbooks.
|
ArticlesFound: 15 ArticlesNO SUBTOPICSEmployment Law Seminars
Top Tips to Protect Your Workplace From Violence
Webinar
November 10, 2009 HR Learning Center LLCWorkplace Change in the Obama EraColumbus
November 10, 2009 Littler2009 Employment Practices ConferenceUniversal City
November 10, 2009 Ballard RosenbergFall Employment Law Mini-SeriesTysons Corner
November 10, 2009 LittlerBusiness Continuity During the H1N1 OutbreakWebinar
November 10, 2009 Littler"Action Steps for Upcoming Open Enrollment" Free E-BriefingWebinar
November 10, 2009 Ford & HarrisonLabor and Employment Law SeminarLos Angeles
November 11, 2009 OgletreeHR Network 2009 | RestonReston
November 12, 2009 CooleyThe Labor & Employment Compliance Costs of Federal ContractingWebinar
November 12, 2009 LittlerCalifornia Legally Required Sexual Harassment Training: It's Never Too Late to ComplyLa Jolla
November 12, 2009 Fisher & Phillips |
|
| ||
|
Terms of Use
|
Privacy
|
Advertising
|
About
|
Contact
|
For Law Firms
|
Partners
Copyright © 2009 elinfonet.com, llc.
The use of this site, and the terms and conditions for our providing information, is governed by our Terms of Use, including the disclaimers contained therein. By using this site, you acknowledge that you have read the Terms of Use and that you accept and will be bound by the terms thereof.
This site is designed for lawyers concentrating in employment law and human resource professionals who specialize in employee relations. As more fully set forth in the terms of use, the information provided on or through this site is for general information purposes; it is not a determination of your legal rights, nor your responsibilities under the law. None of the information contained on this site is, or should be construed as, legal advice. The information should not be relied upon for legal advice. We are not engaged in the practice of law and no attorney-client relationship is being created. Any information communicated to any lawyer via this site does not have the confidentiality protection of the attorney/client privilege. If you are seeking legal advice, find a qualified lawyer in your area. If you need help finding a lawyer, call your local, county or state bar association. All logos and trademarks on this site are property of their respective owners. | ||
Federal Article Feeds