If you have an employee manual, these are some policies you should have:
- – Define the workweek, especially if it isn’t M-F 8-5 or 9-5. This can make a difference in overtime calculations.
- – Establish a probation period, especially if it isn’t six months (as allowed by Montana law).
- – Employees have no expectation of privacy on company-owned computers, devices, or cell phones.
- – Anti-discrimination and anti-harassment.
- – Grievance policy for terminations, not just harassment or discrimination. Hand out the policy for all terminations, regardless of reason.
- – When final payment will be made after termination (at the next pay day or within 15 days, whichever is sooner). In the absence of a policy, it is due immediately.
- – Giving references for current or former employees.
Also include:
- – Disclaimers about the company’s ability to change the policies or the manual at any time
- – Statements that the manual is not a contract of employment
- – Employee acknowledgement of receipt and understanding of the manual; get a signed copy for the employee’s personnel file.
Thanks to Kathryn Mahe for a great presentation!