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Employee Handbook Startup Law Resources Employment Law, Human Resources. An employee handbook is a set of rules and policies that employees are expected to follow. It is not a formal contract, but an employee is expected to acknowledge the receipt of an employee handbook if one has been adopted by the company.

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[ COMPANY NAME ] EMPLOYEE HANDBOOK Employment Relationship This Employee Handbook does not constitute an express or implied employment contract. Although this Handbook describes the general guidelines of [ Company Name ] (the “Employer”) rules and policies, it is not binding on Employer. Employer reserves the right to unilaterally change, revise or discontinue its rules and policies, or terminate the employment of any employee with or without notice and with or without cause. Likewise, employees are free to terminate their employment at any time.

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[ Certain employees are represented by unions, which have negotiated collective bargaining agreements (“CBA”) with Employer. Employer recognizes its obligation to bargain with any unions which represent its employees and nothing contained in this Handbook or changed at a later date is meant to breach that obligation. The CBAs negotiated by Employer contain provisions regarding certain benefits and rights of the union employees that may differ (either greater or lesser) from those enumerated in this Handbook.

Where the applicable CBA does not specify otherwise, the general provisions of this Handbook may apply or, at a minimum, provide guidance about Employer’s expectations. Nothing contained in this Handbook is meant to supersede any applicable CBA. In addition, nothing contained in this Handbook is meant to increase or decrease any negotiated benefits contained in an applicable CBA. If an employee does not understand whether a provision in this Handbook applies to him or her, the employee may contact Human Resources for guidance. ] No employee, manager or other agent of Employer, other than the [ Direct Supervisors Name ] (the “Employer Designee”), has the authority to enter into any agreement contrary to the above or to enter into any agreement with any employee for any specified period of time.

Any amendment to the foregoing must be in writing and signed by the Employer Designee. This Handbook supersedes and voids all previous Employer Handbooks, policies and practices, which may be inconsistent in any way with that stated herein. This Handbook applies to employees in [ States Employees Are Located ] Employee Benefits The information contained in this Handbook is only a brief summary of the benefits which Employer offers its employees. For a full explanation of particular benefits, all employees should consult, where applicable, the specific plan documents themselves.

If the benefit summaries contained in this Handbook conflict with any statement contained in the formal plan documents, those plan documents supersede anything contained in the Handbook. Employer, by action of the Employer Designee, reserves the right to interpret, apply, alter, amend, modify or discontinue any or all of the benefits provided to employees at its sole and absolute discretion.

Employer will attempt to inform employees as promptly as possible of any changes in benefits; however, this is not always practical or possible and, where this is the case, Employer reserves its right, in its sole and absolute discretion, to make changes in employee benefits without prior notice. TYPES OF EMPLOYMENT A. Initial Employment: All new employees are subject to a 90 day initial employment period. During this period, employees are not eligible for benefits except as required by law or as provided by a specific Employer policy or applicable plan document. Employer may extend this period in its sole discretion.