A timekeeping policy informs employees of the method for recording time worked and the importance of accurately recording their time. Rest periods, lactation breaks, and meal periods must be provided in accordance with federal, state and local laws. A policy on meal and break periods informs employees of the frequency and duration of such breaks as well as any rules or restrictions related to break periods. Check your state and local law to ensure all leave requirements are included in your employee handbook. These policies address a company's rules and procedures regarding holidays, vacation, sick, and other types of time off benefits, or leave required by law (such as voting leave, family leave, and domestic violence leave) or company policy. It is a best practice to clearly define employment classifications, such as full-time, part-time, exempt or non-exempt since an employee's classification can dictate eligibility for benefits and overtime pay. Non-discrimination laws are governed by federal, state and local provisions, so review your applicable law and account for all appropriate protections. These policies prohibit harassment and discrimination in the workplace. Anti-harassment and non-discrimination.Reinforce at-will status in your handbook acknowledgment form as well. It is a best practice to prominently display this statement in the beginning of your employee handbook (except in Montana, where at-will employment is not recognized).
This statement reiterates that either you or the employee can terminate the employment relationship at any time and for any reason, as long as the reason is a lawful one.
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