Employers in Alaska will want to take any steps necessary to protect their interests from claims brought by aggrieved employees. In this sense, it is important to be proactive. One way to do so is to develop a well-drafted and clear employee handbook. The following are some topics you may want to include in your employee handbook.
Part 1: A policy manual
One essential part of an employee handbook is a policy manual. In this section, employers provide employees with information about what is required of them and what they must do to abide by company rules. This should also address non-discrimination policies, as well as policies regarding attendance and consequences for being absent or tardy. This section can also include policies on employee evaluations.
Part 2: A procedure manual
A second essential part of an employee handbook is a procedure manual. In this section, employers provide employees with training on how to do their jobs. This applies to both current employees and new employees. This section can cover opening procedures, safety procedures and how to handle outside solicitations.
Part 3: A benefits description
A third essential part of an employee handbook is a benefits description. This may cover topics such as time off, pay rates and any other benefits offered by the employer. This section should explain employee eligibility for time off benefits and who qualifies.
Legal terms to include in an employee handbook
Employee handbooks should explicitly state that they are not a contract for employment. You want to remain “at will” so it is important to have an attorney review the language of the employee handbook to ensure nothing can be taken as a promise of employment or an employment contract. In addition, when hiring new employees have the employee read the employee handbook and sign that they understand it. Again, this is to protect you from legal liability.
Keep in mind that this post does not offer legal advice. Alaskan employers looking to develop an employee handbook may want to discuss the matter with an attorney before moving forward.