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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.

Ask an Employment Lawyer

Tina
Tina, Lawyer
Category: General
Satisfied Customers: 8108
Experience:  JD, BBA, recognized by ABA for excellence.
4460311
Type Your Employment Law Question Here...
characters left:
6 Employment Lawyers are Online Now

How JustAnswer Works:

  • Ask an Expert
    Experts are full of valuable knowledge and are ready to help with any question. Credentials confirmed by a Fortune 500 verification firm.
  • Get a Professional Answer
    Via email, text message, or notification as you wait on our site.
    Ask follow up questions if you need to.
  • 100% Satisfaction Guarantee
    Rate the answer you receive.

Employment Lawyers are online & ready to help you now

Tina
Lawyer
Satisfied Customers: 7759
JD, BBA, recognized by ABA for excellence.
Marsha411JD
Lawyer
Satisfied Customers: 10539
Licensed Attorney with 27 yrs. exp in Employment Law
Infolawyer
Lawyer
Satisfied Customers: 9785
Licensed attorney helping employers and employees.

Recent Handbook Questions

  • This statement is verbatim from the Mississippi military department

    This statement is verbatim from the Mississippi military department employes handbook. ( a veteran status of an applicant may increase the numerical rating of the applicant. A copy of employees DD 214 is required as proof of military service.
    A total of 5 points will be added for veterans status. A total of 5 points will be added for disable veteran status. Current documentation showing percentage of disability must be included. These points will be added to the final points awarded by the president of the hiring board only and are based on a 100 point scale. Points will be prorated to 3.75 for each of the above ranges when a selection board is comprised of a 3 board members). My question is they awarded the veteran employees 5 points and the board was comprised of 3 members panel and it was on a 75 point scale. I'm i interputing this wrong or should they have recieved 3.75 points and what should I do if the points were wrongly given.
  • I have been with my company for over 25 years. Recently I

    I have been with my company for over 25 years. Recently I applied for a position and was overlooked. The position was given to someone that has been a union worker over myself that have been an salaried non-exempt with a masters in accounting. I have been overlooked for years to get a supervisory position but there is always a reason not to move me. I need advice as what I can do to get the position and get a settlement. I feel emotionally stress, humiliated and slapped in the face. Help me.
  • I accepted a job in DC when I lived in Pittsburgh. My husband

    I accepted a job in DC when I lived in Pittsburgh. My husband agreed to step down from his job in Pittsburgh and look for a job in DC and we had someone interested in buying our house. However, the sale of the house fell through and a promising interview for my husband did not result in a job offer. My company covered 2 weeks in a hotel and a house hunting trip as part of their relocation policy. Since they only covered a short period, and I no longer had my old job in Pittsburgh, I had no choice but to stay in hotels and sometimes commute in order to keep my new job in DC. I couldn't afford even a small rental in that expensive area while I still had a mortgage. After 2 1/2 months of commuting and spending thousands on hotels, I felt I had no choice but to step down. Now the company is saying I owe them for the house hunting trip (a 1 night trip) and the 2 week hotel stay, which includes service fees for the relocation company that my company directed me to use to book the hotel. These expenses come to $4400. I've already paid thousands of dollars of my own money on hotels and now the company wants me to pay thousands more. Not only did I not know the exact amount of the service fee or hotel ahead of time, the company's relocation policy says that, if you are 'relocated' and leave voluntarily within one year, you must pay them back. Since I never relocated, I don't believe I owe them. The company would have covered all expenses of a move but I never moved and this is why I had to step down! I told them I'd try to pay them what I could but I really don't think I should have to pay this bill. They wanted to be paid by the end of the year. I left in November and they told me at the end of November that they wanted the money by the end of the year or it would be 'taxed'. I'm not even sure what they're talking about. The only contact I had with them was over the phone in November. I never received an invoice or breakdown of the expenses that they claim I owe. I'm in grad school and do not have a job yet (I couldn't get my old job back) so I'm not even in a position to pay them, at least not all at once. And the policy does not have any guidelines for repayment. Any advice?
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