Annual Review of Employment Handbooks
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Transcript of Annual Review of Employment Handbooks
![Page 1: Annual Review of Employment Handbooks](https://reader035.fdocuments.net/reader035/viewer/2022070402/56813859550346895da0028e/html5/thumbnails/1.jpg)
Annual Review of Employment Handbooks
James H. GilliamBrownWinick
666 Grand Avenue, Suite 2000Des Moines, IA 50309-2510
Telephone: 515-242-2446Facsimile: 515-323-8546
E-mail: [email protected]
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Employment at-Will
The employment relationship may be terminated at any time by either party for any reason or no reason at all.
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Iowa courts still recognize the Employment at-Will Doctrine
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Employment at-Will acts as a presumption which can be overcome by evidence that the parties have entered a contract to the contrary.
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Classic Example: Union Contract
“The Employer may terminate an employee’s employment only for such reasons that constitute just cause.”
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Many employers in the past adopted policies to assist in preventing unionization.
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Unintended Consequence
Courts enforced promises in employee handbooks as if the handbook was a contract.
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Tip No. 1
Disclaimer: Nothing in this handbook is intended to create a contract of employment.
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Tip No. 2
Disclaimer: A contract of employment may only be created, in writing, by the company president.
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Tip No. 3
Receipt: By my signature below, I acknowledge receipt of the handbook and that I have had the opportunity to review and become familiar with its contents.
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Handbooks in Unemployment Claims
Misconduct:
• Willful and wanton disregard of employer’s interest
• Deliberate violation or disregard of standards of behavior
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Unemployment judges like to see evidence that employee knew the standard of conduct and the consequences of a violation.
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Tip No. 4
• List the standards of conduct.
• List the consequences.
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Employee Handbooks and Wage Claims
FLSA: Improper deductions can defeat “salary basis” test
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Iowa Wage Payment Collections Act
“Good faith” failure to pay may prevent liquidated damages
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Tip No. 5
Safe Harbor: Policy that prohibits improper deductions, creates a complaint mechanism, and reimburses for improper deductions.
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Employee Handbooks and Hostile Environment Claims
Ellerth/Farragher: Employer must show it exercised care to prevent/correct harassment and plaintiff failed to take advantage of procedures.
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Tip No. 6
Policy that prohibits harassment and provided clear opportunities for an employee to complain.
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Employee Handbooks and the Family and Medical Leave Act
FMLA requires a policy for all employers subject to FMLA.
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Tip No. 7
FMLA policy should clearly indicate “FMLA year” and whether paid leave can be used consecutively or concurrently.
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Employee Handbooks and Drug-Testing
Under Iowa law, no testing permitted without a written policy.
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Tip No. 8
Identify circumstances under which Employer reserves the right to test and consequences for violations.
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Employee Handbooks and Employee Privacy
Expectation of Privacy
• Parking lots
• Lockers
• Email/computer files
• Telephones
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Tip No. 9
The Employer reserves the right to search/monitor …
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Emerging Issues
• Weapons Possession
• Social Media