关于关键员工政策和程序的实用法律资源

Practical Law Connect for A sampling of Thomson Reuters Practical Law resources for in-house counsel. Our job is to make you better at yours Get expert guidance combined with legal research to quickly get up to speed and advise withconfidence. Designed for in-house counsel, Thomson Reuters® Practical Law Connect providesexpert-written and maintained how-to guides, templates, checklists, comparison charts, and Practical Law know-how covers the Practical Law Sectors coverage: •Alcohol, Tobacco & Cannabis•Construction•Financial Services•Food & Beverage•Health Care•Life Sciences & FDA Regulatory •Antitrust•Bankruptcy•Capital Markets and Corporate Governance•Commercial Transactions•Corporate and M&A•Data Privacy and Cybersecurity•Employee Benefits and ExecutiveCompensation•Government Practice: Federal•Government Practice: State and Local Key resources Practical Law Connect resources are written and maintained by our expert teamof attorney editors and are constantly updated to reflect the latest law and “…when I engage outside counsel is almostthe most valuable time for me withPractical Law, because, at a thousanddollars an hour, I don't want to have to get atutorial on things I can read about myself. Ineed their experience and judgment to help Paul HurdlowSenior Vice President and General CounselFloSports Contents Practice Note:Key Employee Policies for Every Organization...........................................................................5Checklist:Hybrid Work Checklist........................................................................................................................11 Key Employee Policies for Every Organization Practical Law Labor & Employment Resource presented as of September 21, 2023. Seethe live, maintained resourcein Practical Law for subsequent changes.Blue text linkslead to related resources on Practical Law and to authoritative sources. A Practice Note providing a general overview of key employeepolicies based on federal law that every organization shouldconsider implementing and maintaining. This Note discussespolicies addressing at-will employment, equal employmentopportunity, anti-harassment and anti-retaliation, disabilityand religious accommodations, paid time off, family and Contents •At-Will Employment Policy•Equal Employment Opportunity Policy•Anti-Harassment and Anti-Retaliation Policies•Disability and Religious Accommodations Policies•Paid Time Off Policy Organizations develop employee policies, as stand-alonepolicies or as part of an employee handbook, to create anequitable and compliant workplace for all employees whichminimizes legal risk. To help employees understand whichpolicies apply to them, most employers include a briefdescription of the categories they use to classify employees in - IT Resources and Communications Systems Policy- Social Media Policy •Health and Safety in the Workplace Policy -Additional Policies in Response to the COVID-19Global Pandemic For a discussion of best practices for creating, distributing,and maintaining an employee handbook, seePractice Note,Employee Handbooks: Best Practices. For more informationon how to properly classify employees as exempt ornonexempt under the FLSA, seePractice Note, Wage andHour Law: OverviewandStandard Documents, Questionnaire •Code of Conduct Policy •CodeofEthicsandConflictofInterestPolicies •Business Expense Reimbursement Policy•Performance Review Policy•Enforcing Employee Policies Practical Law Connect for Policies and Procedures This Note provides a general overview of key employeepolicies based on federal law that every organization should Most employers confirm employees’ at-will employment •An offer letter or an employment agreement. For sampleoffer letters and employment agreements, see Standard •Anat-will employmentpolicy (seeAt-Will EmploymentPolicy). •Anequal employment opportunity(EEO) policy (seeEqual Employment Opportunity Policy). –Offer Letter/Short-Form Employment Agreement for aNon-Executive •Anti-harassmentand anti-retaliationpolicies (seeAnti-Harassment and Anti-Retaliation Policies). –Offer Letter/Short-Form Employment Agreement forExecutive •Disabilityand religious accommodations policies (seeDisability and Religious Accommodations Policies). –Executive Employment Agreement (Long-Form) •An employee handbook (seePractice Note, EmployeeHandbooks: Best PracticesandStandard Clause, Employee •A family and medical leave policy (seeFamily and MedicalLeave Policy). For information about at-will employment under state law,seeState Law At-Will Employment and Exceptions Chart: •Employee communications policies (seeEmployeeCommunications Policies). •A health and safety in the workplace policy (seeHealthand Safety in the Workplace Policy). •A code of conduct policy (seeCode of Conduct Policy). •Code of ethics and conflict of interest policies (see Code ofEthics and Conflict of Interest Policies). •A business expense reimbursement policy (seeBusiness