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Rich, I have a few I have collected or written myself for clients. However, trying to fit other's policies to your program doesn't always work..especially when your policies may actually contradict existing case law.
Some policies are way out of bounds and too extreme, granting way to much power to the employer..some are outrageously ridiculous...
So I think it is wiser to create your own list of topics, such as absenteeism, sick leaves, investigative procedures, call in procedures, leo check in, processing your case file...etc etc.
Once you have identified what topics you feel you need to address in an employee handbook, then you begin to research what you can and cannot legally do under your local state dpt of labor's guidelines.
After researching those guidelines and your rights as an employer, then you can put into print what is both legal and acceptable within your area to control.
However, as with any legal document, it is always wisest to consult with an attorney who specializes in labor law.
A case in point and I don't know if you know this or not. You know on all of the tv shows and movies where they have the "boss from hell" who is always yelling, cursing, throwing things, putting the other character's down ?
Well guess what...in real life that behaviour is against the law. Threats of physical violence, verbal abuse, yelling, screaming, etc are all ILLEGAL in the workplace just as they are anywhere else.
An employer may not and cannot engage in any kind of umprofessional behaviour that results in creating fear, anxiety, disharmony, insulting, personal attacks, or other wise creates an air of hostility in the work place.
It is akin to the laws governing domestic violence.
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River City Associates
Decatur, Al. 35601
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