tailieunhanh - create your own employee handbook a legal and practical guide phần 2

Tham khảo tài liệu 'create your own employee handbook a legal and practical guide phần 2', ngoại ngữ, ngữ pháp tiếng anh phục vụ nhu cầu học tập, nghiên cứu và làm việc hiệu quả | CHAPTER 2 At-Will Protections One of the first and probably the most important policies to include in your handbook is an at-will statement. This policy confirms that your employees work at will that is you can fire them at any time and for any reason that is not illegal and they can quit at any time they like. This policy gives you some very important legal protection against lawsuits. If an employee sues you claiming that your handbook your unwritten personnel practices or statements by your company managers constituted a promise that he or she would not be fired except for good cause an at-will policy in your handbook will be your best defense. The law generally presumes that your employees work at will unless they can prove otherwise. As evidence they ll need to show that they entered into an employment contract with you that changed the at-will relationship. If you enter into a written employment contract that limits your right to fire an employee such as a contract that the employee will work for you for a specified period of time or a contract stating that the employee may only be fired for specified reasons misconduct criminal behavior or good cause are common examples that employee no longer works at will. These written contracts won t be affected by the sample at-will policy we provide and you don t want them to be. In those relatively rare situations when you really need an employee to come on board or stay there for a set period of time offering an employment contract that limits your right to fire will help you seal the deal. If an at-will policy sounds harsh to you remember that it will help you preserve your managerial prerogatives over the rest of your workforce. Even if employees don t have written contracts of employment they can still argue that you promised either outright or by implication not to fire them without good cause. These employees will point to conversations with managers He said I would always have a position with the company as .