When do you need an Employee Handbook?

Today. Why? Because employment claims and lawsuits happen.

The Employee Handbook

Providing comprehensive legal services, advising, and advocacy to businesses and organizations throughout California.

Building the Foundation for a Positive Work Environment Employee handbooks and job descriptions are essential to establishing and sustaining positive working relationships between employers and their employees, as well as between employees themselves. Employee handbooks explain (and document) the requirements of employment as well as the rights of the employee to a secure work environment and to fair and equal treatment in the workplace. At the very least, policies outlined should include:

• Conduct in the workplace
• Discrimination
• Termination
• Performance Reviews
• Reporting of breaks and hours worked
• Harassment & Discrimination
• Promotions and Wage Increases
• Benefits

The Law Offices of Douglas M. Wade are experienced in drafting Employee Handbooks that protect the employer as well as the employee. How can you know if your employee handbook will protect your business from wrongful lawsuits or whether it establishes expectations for fair and equal treatment, as defined by law? Call us today at (714) 453-9144. We offer a free consultation and review of your existing employee handbook to prospective clients.

Discrimination:

Employment Laws exist to establish and protect the rights of employees and to give all employees the right to equal treatment in the workplace.

Employers and their businesses are legally barred from practicing or allowing discriminating treatment against employees based on:

• Gender
• Age
• Race
• Ethnicity
• Religion
• Disability
• Pregnancy
• Sexual Orientation

Discrimination can take many forms:

• Wrongful termination or demotion
• Failure to promote
• Negative performance reviews
• Failure to give wage increases
• Unequal wage increases
• Discriminatory hiring practices

Unintentional discrimination is still discrimination. Before trouble strikes, call to arrange for employee and supervisor training regarding sexual harassment and discrimination.

Sexual Harassment:

It’s not always what you think. Dirty jokes? Lewd or sexual comments? Sexual advances? Sexual activity?

Not all inappropriate or suggestive comments constitute actionable sexual harassment. But if an employee would answer “Yes” to any of the following questions, it’s time to call your attorney.

• Do the comments or actions create a hostile environment?
• Do they create an environment that prevents an employee from doing his or her job?
• Is promotion or continued employment contingent on the acceptance of sexual advances?
• Did complaints about the comments or actions result in punishment, such as wrongful termination, demotion, or pay reduction?

Call today to ask about what documents your company should maintain for its employees and other steps you can take to protect your businesses bottom line.