Before starting a new job, you may find comfort in receiving an employee contract that lets you know what to expect during your time at the company. In addition, you may also feel more comfortable with obtaining an employee handbook that lays out the company’s mission, policies and procedures, and code of conduct. Read on to discover whether your company is required to supply you with an employee handbook and how a seasoned New York employee contract lawyer at Bell Law Group can assist you in interpreting its ethicality.
Do New York companies need to have an established employee handbook?
Certain federal and New York State policies are required to be disclosed in an established employee handbook. Examples include, but may not be limited to, the following:
- New York State policies:
- A disclosure of the meal and rest breaks policy.
- A disclosure of the paid time off policy.
- A disclosure of the paid sick leave policy.
- A disclosure of the voting leave policy.
- A disclosure of the crime victim or domestic violence leave policy.
- Federal policies:
- A disclosure of the Equal Opportunity and Anti-Discrimination Policy.
- A disclosure of the Sexual Harassment Policy.
- A disclosure of the Family Medical Leave Act Policy.
- A disclosure of the Military Service Leave Policy.
- A disclosure of the Jury Duty Leave Policy.
Of note, the requirements for some of the aforementioned policies on contingent upon the number of employees working for the company. For example, the federal Family Medical Leave Act policy is only necessary for companies of 50 or more employees, while the state’s paid sick leave policy is only needed for companies of five or more employees. What’s more, some of the federal policies are also required under New York State law.
What other company policies should I keep in mind?
Though not necessarily required to enforce, there may be certain company policies that may allow you to rest easier once you are briefed on them. Examples include, but may not be limited to, the following:
- A disclosure of the outside employment policy.
- A disclosure of the health and safety policy.
- A disclosure of the social media policy.
- A disclosure of the overtime pay policy.
- A disclosure of the paid holiday policy.
If your employer refuses to elaborate on any policies that they have left out of the handbook, or otherwise left it vague, then you must seek the legal guidance of a proficient New York employee rights lawyer. The same goes if your employer refuses to update any outdated policies left in the handbook.
You must make a valiant effort in deciphering the contents of your employee handbook. Reach out to a competent lawyer at Bell Law Group to learn how to get started.
