Business Lawyers Blog
Every Texas-based business must have an employee handbook, from startups hiring their first employee to established firms reviewing current policies. Enlisting the help of a seasoned Texas employment attorney is key in creating or revising an effective handbook that keeps companies in compliance and avoids litigation. The Structure Law Group offers extensive legal expertise, catering to technology companies and other innovative businesses in Texas.
What Is an Employee Handbook?
In brief, an employee handbook is a collection of policies and procedures that an employer gives employees. The specific contents of an employee handbook will vary from employer to employer. But the basic idea is that an employee should be able to review their employee handbook and understand what you, as the employer, expect from them in the performance of their jobs.
That said, an employee handbook is not an employment agreement or contract. Every employee handbook should clearly state that nothing alters the legal “at-will” employment relationship between the employer and employee under Texas law. But suppose you need to end a particular employment relationship. In that case, the handbook can help demonstrate that you followed specific policies and procedures and did not terminate the employee for an illegal reason.
Essential Documents to Include a Texas Employee Handbook
Working with a qualified Texas employment attorney who can help you draft an employee handbook specific to your business is essential. Speaking in general terms, however, here are a few key policies and procedures that all employers should incorporate into their respective employee handbooks:
- Anti-Discrimination Policy: Federal and Texas state laws forbid most employers from discriminating against employees or job applicants based on certain protected characteristics or traits, such as race, sex, gender, national origin, and disability. Your employee handbook should clarify that you will not tolerate discrimination or harassment in the workplace.
- Code of Conduct: Broadly speaking, a code of conduct should include any policies you wish to enforce regarding expectations for your employees’ behavior while “on the clock.” This includes policies regarding attendance, use of company property for personal use, dress and grooming standards, and workplace safety.
- Intellectual Property: An employee handbook should define what the employer considers its intellectual property and explain what steps an employee must take to protect the company’s copyrights, trademarks, patents, and trade secrets from unauthorized disclosure or use.
- Compensation and Benefits: Again, while an employee handbook should not create a binding employment agreement, it can be used to spell out an employer’s policies regarding certain terms of compensation, including any employee benefits that you wish to provide, such as performance bonuses or vacation time.
- Employee Signature: It is generally a good idea to have each employee sign a written acknowledgment that they have received and reviewed your employee handbook.
Contact Structure Law Group Today
An employee handbook is not a static document. It will grow and change along with your business. That is why it is important to periodically review your employee handbook and other key policies with a skilled Texas business attorney. Call SLG today at (512) 881‐7500 or contact us online to schedule a consultation.