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Employee Handbook Laws and Policies

What is an employee handbook?

Employee handbook policies are written guidelines made to ensure safety and conduct in the workplace. There are many issues that can arise when dealing with employee handbook laws and people are often unaware of and can be very challenging for not only the employees but the employers as well.

Employee handbook questions are some of the most frequently asked questions online. Hiring a attorney to ask specific questions can be very expensive and very time consuming especially if you do not know what exactly what or who to ask. People can look for help from the Experts on JustAnswer to get their employee handbook law related questions answered. By asking an Expert, you can get fast and affordable answers to any questions you may have about employee handbook laws and policies.

Is it legal for an employer to not give holiday pay if the holiday falls on a weekend which was not worked but in fact worked the day before?

As long as no laws are being violated the employer has the right to make any terms and conditions they wish. Private employers are not required by law to provide any paid holidays.

In the state of Georgia is it legal for a employer to not pay for unused sick leave if the employee handbook says nothing about it?

In any state the court would not order an employer to pay for any amount of unused sick leave time because the sick time is not considered as earned wages.

Is it legal for a company if stated in the company’s employee handbook that fulltime employees will be paid for holidays to not pay the holiday pay?

If the employee handbook states that employees will get holiday pay they may file a civil suit stating the handbook is a contract and the company is in breach, but the government does not regulate holidays or if the employer has to pay for them.

Is it legal for an employer to impose forfeit of commissions for violations of dress code, tardiness and lack of area cleanliness while writing an employee handbook?

The employer may include the forfeit of commission’s clause as long as it is done reasonably and prospectively and without discrimination also the employees must be notified of the clause.

Can a employee fight not being paid for work performed if the employee handbook states that they can return to work as long as they register a .02 BAC (blood alcohol content) and had a .012 BAC?

The employee can’t fight the employer about returning to work because the employer had a reasonable suspicion of the employee being intoxicated. But the employee can fight the worked performed pay being forfeited because by law an employee must be paid for time they actually worked.

Employee handbooks rules are written to provide employees knowledge of company safety and the rules to which employees are required to follow. Employee handbook laws differ from state to state and many people are unsure of who to ask or where to turn with their questions about employee handbooks. If you have questions about employee handbook law you could ask an Expert for fast and affordable legal insight.
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Recent Handbook Questions

  • I recently went from a full time employee to per diem employee

    I recently went from a full time employee to per diem employee from a job in the state of Fl. I gave appropriate written notice but was told I don't get my benefits (vacation) paid out. I was told that they don't pay out vacation hours but if I chose to return to full time status within 1 yr my vacation hours will resume and continue to accumulate. I asked if It was due to me switching from full time to per diem and if I resigned outright would I get paid my vacation time they said no. I looked at my employee handbook as of July 2008 It states except as otherwise required by state law, if a non-exempt employee has available but unused pto and has completed more than 1 yr of service he or she will be paid for such time. This was in our employee handbook when I joined Feb 2012 and I haven't been able to find an amended policy.
  • I am in the state of Arizona. I am a RN. I received a phone

    I am in the state of Arizona. I am a RN. I received a phone call on 7/23/14 at 4:23pm to report to our HR at corporate office by 5:00pm. The HR manager and my direct supervisor was present and was told by HR that " They felt I was no longer a fit for the company. " They stated that my two options were to resign with 2 weeks pay or to be terminated. I was not given an explanation of why I was no longer a fit for the company or which policy for termination I may have violated.I asked if the resignation came with a letter of recomendation, which they agreed it would. I have had one performance review in the year that I have been with the company with positive reviews and have not had disciplinary actions taken against me. Our health benefits were to begin on the first of August and they stated that Cobra would be available. All equipment belonging to the company has been returned.
    I called the next day to inquire for information for our payroll company to be able to obtain payroll/paystub information, to inquire my official start date which is different because I started my orientation/training prior to my first day of patient care, to ensure that my 2 weeks would begin on the 24th due to me working my entire shift on the 23, and that my paycheck would include my PTO payout which HR stated it would.
    I received an email on the 25th that I would receive the website for payroll, that HR misspoke in the meeting and a letter of recommendation would not be provided, and that PTO would not be paid out.
    I did file for unemployment benefits on 7/24. I am just curious on my rights and what I am entitled to at this point.
    I appreciate your time and advice.
    Ericka
  • I have been with this company for 17 yrs. as an independent

    I have been with this company for 17 yrs. as an independent contractor. They till me when and how to work, grade my performance and my commission is based not on what I sell but how they grade the presentation.They have a written handbook and they record each call. They terminated me because of two calls when I was sick. I believe with all the rules they set up I was employed by them, with no benefits. I'm 67 yrs old and been doing telephone sales for them. I really need some help.
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