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Employee Handbooks/Policy Manuals

Creating an employee handbook or policy manual is an integral part of your business. However, drafting it can be time-consuming and distracting from seemingly more important aspects of running a successful business.

However, even though employee handbooks are not the most exciting aspect of a business, they should not be delegated downward and they should not be handled lightly. Employee handbooks and policy manuals are the company’s face to its entire workforce. Issues of morale, company unity, regulatory compliance and resolution of employment disputes all stand in the balance of your employee handbooks and policy manuals.

At Chenoweth Law Group in Portland, our lawyers understand the finer points of employment law, and we have a wealth of experience handling legal matters for all types of businesses. From our office, we represent businesses throughout Oregon, Washington, and California.

Essential Aspects of an Employee Handbook/Policy Manual

Our lawyers have experience drafting policy manuals that include:

  • Company description and vision: In addition to the legal details needed in a policy book, this is a good chance to outline the company’s history and outline regarding your goals and company philosophy.
  • Compensation: Your handbook should include a general outline of how compensation is handled in your company, including distinctions between exempt and nonexempt employees, vacation policies, benefits packages, sick policies, hours and overtime pay.
  • Expectations: It is important for employers to lay out clearly the expectations for employee conduct, including attendance, dress code, drug policies and alcohol policies.
  • Diversity: Employers should be careful and explicit in detailing how their employees should behave toward people of other nationalities, religions, sexual orientations and genders.
  • Harassment: In the wake of the #metoo movement, it is more critical than ever for employers to create sound policies around sexual harassment and to communicate those policies clearly.
  • Safety: Building codes, emergency exit procedures and other related safety issues should be communicated clearly.
  • Complaints and discipline: Employees need to know who to talk to in the event of harassment and other problems. Employees also need to know company policies governing discipline and appeal procedures.
  • Communications and resources: In general, an employee handbook can serve as a resource for employees to obtain any relevant company information they might need.

At CLG, our business and employment attorneys know how to draft employee handbooks and policy manuals that will present your business well while maintaining regulatory compliance and avoiding any legal problems that could arise.

Contact CLG Today

Call 503.446.6261 or email us to schedule an appointment to discuss our legal services.

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Chenoweth Law Group