In general, an employer is not required by law to issue an employee handbook, although
the decision to implement one is of good business practice. The employer generally
benefits from having an employee manual because the legal risks associated with adopting
one are far less substantial than they would otherwise. It communicates a uniform, well
defined employment policy and establishes a common understanding between employer and
employee regarding performance standards and workplace behavior.
PayMaster provides you with two options for the creation of your handbook.
- Our recommended option is to have one of our professional HR Consultants create a
truly customized handbook for your business.
Contact us to set a meeting
with one of our HR professionals to determine your needs and the costs associated with a
truly custom manual.
- For those with a small budget, we offer our HR Support Center. For a very low
monthly fee, you can have access to a generic handbook template that you can download
and customize. Click here to learn
more about our HR Support Center.
The following table is a listing of a few important laws, acts, and statues and the number
of employees where the employer becomes liable for compliance.
Affirmative Action Programs (EEO-1)
EEO-1 for contractors and subcontractors of the federal
government (Federal Family Medical Leave Act, Executive Order
11246, Rehabilitation Act of 1973)
Drug Free Workplace Act
COBRA (some states = 2+)
Civil Rights Acts of 1968 and 1991, Americans with Disabilities
Act (ADA), Fair Employment and Housing Act, Federal Pregnancy
5 - 10
Six states Maternity Leave Laws (+ One Paternity Leave),
California's Fair Employment and Housing Act
1 - 5
Most States' Anti-Discrimination Laws
Most states and federal wage regulations (such as overtime,
child labor, etc.)