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Workplace Policies:: At-Will Employment. This Statement Reiterates That Either You or The Employee Can

Workplace policies should communicate company expectations and benefits to employees in writing as required by law. The employee handbook should include policies on at-will employment stating that either party can terminate the relationship at any time for lawful reasons. It should also prohibit harassment and discrimination according to applicable laws. Additionally, the handbook should clearly define employment classifications such as full-time, part-time, exempt and non-exempt which can impact benefits and overtime eligibility.

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99 views1 page

Workplace Policies:: At-Will Employment. This Statement Reiterates That Either You or The Employee Can

Workplace policies should communicate company expectations and benefits to employees in writing as required by law. The employee handbook should include policies on at-will employment stating that either party can terminate the relationship at any time for lawful reasons. It should also prohibit harassment and discrimination according to applicable laws. Additionally, the handbook should clearly define employment classifications such as full-time, part-time, exempt and non-exempt which can impact benefits and overtime eligibility.

Uploaded by

Anusha
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

Workplace Policies:

Some laws require employers to communicate workplace information to employees in writing. In

the absence of a specific requirement, employers should also implement policies that

communicate company expectations and benefits. While the contents of your company's

handbook will depend on a number of factors, including your company's size, industry, and

location, consider including these key policies:

1. At-will employment. This statement reiterates that either you or the employee can

terminate the employment relationship at any time and for any reason, as long as the reason is a

lawful one. It is a best practice to prominently display this statement in the beginning of your

employee handbook (except in Montana, where at-will employment is not recognized).

Reinforce at-will status in your handbook acknowledgment form as well.

2. Anti-harassment and non-discrimination. These policies prohibit harassment and

discrimination in the workplace. Non-discrimination laws are governed by federal, state and

local provisions, so review your applicable law and account for all appropriate protections.

3. Employment classifications. It is a best practice to clearly define employment

classifications, such as full-time, part-time, exempt or non-exempt since an employee's

classification can dictate eligibility for benefits and overtime pay.

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