EMPLOYEE HANDBOOKS

Becky S. KnutsonDavis Brown Law Firm

PURPOSE OF THE HANDBOOK

(1) Formalizes guidelines by which an employer will address a situation prior to its actual presentment as a problem will discourage the employer from making quick judgments when the situation occurs.

(2) An employee handbook will help to ensure that employees who are similarly situated will be similarly treated, thereby promoting fair and consistent treatment of employees.

 (3) An employee handbook will provide a specific guideline for the implementation of employment decisions. (4) An employee handbook will assist in ensuring employees have an understanding as to what they may expect from the employment relationship, thereby diminishing any idea of additional, inconsistent or other unauthorized conditions of employment. (5) An employee handbook will ensure that the employees are aware of specific rules, regulations and benefits of the employer.

PURPOSE OF THE HANDBOOK

HANDBOOK CAUTIONS

1. Know what is in the handbook.2. Follow the policies consistently.3. Update when necessary.4. Keep employees informed of policies.

DISCLAIMERSInclude specific disclaimers: 1.This handbook is not a contract and creates no contractual obligation. 2.This handbook may be changed by the employer at any time.3.The employer may have additional policies and practices that are not included.

4. This handbook does not alter your status as an “at will” employee – you may be terminated at any time with or without cause.

5. This handbook does not alter a collective bargaining agreement.

DISCLAIMERS – CON’T.

SPECIFIC POLICIES 1. Equal Employment Opportunity Policy

– non-discrimination under state and federal law

2. Employee Reviews/Evaluations3. Discipline – progressive, specific

offenses – reserve the right for immediate termination

4. Harassment of any kind, including sexual harassment – include a complaint process

5. Leave – including FMLA, disability, pregnancy, PTO

6. Wages and Benefits – when, where and how paid, deductions, insurance, special plans

7. Vacation and Holiday – time, pay, accrual, carryover and payout

SPECIFIC POLICIES

SPECIFIC POLICIES

8. Attendance policies – including timekeeping, breaks

9. Drug and Alcohol policies – including drug testing if used

10. Employee access to personnel files – comply with Sec. 91B.5, Code of Iowa

SPECIFIC POLICIES11. Electronic Communication – email, voice

mail, support for electronic devices - NOTE: no guarantee of privacy, email lives forever

12. Social Media policies – what is allowed, what is not allowed, and what will get you in trouble. NOTE: NLRB and PERB will allow some comments and “concerted activity”; be careful about electioneering

SPECIFIC POLICIES

13. Internet policy14. Outside employment15. Dress and personal appearance – safety

clothing and equipment16. Required licenses, certification and

education

SPECIFIC POLICIESThere may be more policies depending upon the type of business or service, including hospitals, office buildings, parks and recreational areas, vehicles or other unique issues.If there is a collective bargaining agreement “CBA”, then bargained provisions of the CBA will prevail for bargaining unit employees.

Thank you

Becky S. KnutsonDavis Brown Law Firm