Why Do We Need One?
Each employer will need to decide
whether to have an employment handbook or manual, sometimes known as a human resources
policies and procedures manual. There
are substantial advantages to utilizing an employment manual. There
are also substantial risks when relying upon an improper employment
Differing state laws, business
types, number and type of employees, among other factors, will
significantly alter your risks and your employment manual.
A properly written employment manual
becomes necessary as the number of employees increases. From
the listing found at the end hereof, very significant employee
rights and employer liabilities begin at 15 employees, at which point the
Federal Civil Rights Act becomes applicable.
California laws are often
liberal than federal laws and may commence with even fewer employees, such
as the Fair Employment and Housing Act, which kicks in at 5 employees.
You may find an employment manual helpful beginning at 5 employees in
manuals actually may
perform many functions, including to:
employees and relate firm history, missions, and reputation,
general company information, such as working hours and dress code,
your company’s benefits,
that the firm and its employees comply with all employment laws, such
as civil rights and harassment,
major violations and potential disciplinary options, including firing,
unintended contractual relationships with employees, and
When your business reaches the
following number of employees in the State of California, the following legal requirements and more
arise, necessitating greater knowledge, sophistication, training,
policies, procedures, and forms:
These laws may change,
sometimes faster than this website. Consult us or another attorney
for up-to-date advice.
and State Wage and Hour
and Child Labor Laws
Health and Safety (OSHA)
One Hundred Employees:
The purpose of this article is to provide information, rather than
advice or opinion. It is accurate to the best of my knowledge as of the
date of the article. I have no duty to update this article. The
information, examples and suggestions presented in this article have been
developed from sources believed to be reliable. This article should not be
viewed as a substitute for the guidance and recommendations of a retained
professional and should not be construed as legal or other professional
advice. In addition, I do not endorse any actions addressed herein, unless
they are produced or created by me. I recommend consultation with me
or other competent legal counsel and/or other professional advisors before
applying this material to any particular factual situations.