#OfficeManual #NewEmployeeGuide #WorkplacePolicies
📝 How to Create an Effective New Office Manual for Your Employees
Are these legal? I’m fairly certain the first one violates the NLRA. The second one I’m having trouble finding info on. Recouping used vacation/PTO if you don’t stay an additional six months after using it?? Anyone ever heard of that?
When it comes to creating a new office manual for your employees, it’s essential to ensure it aligns with legal regulations, including the National Labor Relations Act (NLRA). Additionally, understanding policies around vacation and PTO accrual and usage is crucial to protect both the company and the employees. In this article, we will break down how to create a comprehensive and legally compliant office manual, addressing the concerns mentioned above and providing examples and guidelines for effective workplace policies.
##Understanding the NLRA
The NLRA protects the rights of employees to engage in collective bargaining and other activities for their mutual aid and protection. Understanding how this law impacts workplace policies is critical to avoid violations and legal repercussions.
###Example: The First Issue
The NLRA prohibits employers from interfering with employees’ rights to engage in concerted activities, including discussing wages, working conditions, and other terms of employment. If the first issue mentioned violates this right, it would be deemed illegal under the NLRA.
###Researching the Second Issue
Some workplace policies may not have clear legal guidelines, requiring research into federal and state laws, as well as legal consultations if necessary. This ensures that policies around vacation and PTO align with legal requirements and do not infringe upon employee rights.
##Vacation and PTO Policies
Establishing clear and fair vacation and PTO policies is essential to maintain a positive work environment and avoid legal disputes. Here are some key points to consider when creating these policies:
1. Accrual and Usage
– Clearly define how vacation and PTO accrual works, including any limitations or maximum accrual amounts.
– Outline the process for requesting and using vacation and PTO, including advance notice and approval procedures.
– Provide examples of how employees can effectively balance work and personal time off.
2. Recouping Used Vacation/PTO
– Address the practice of recouping used vacation or PTO if an employee leaves the company before a specified period, such as six months.
– Discuss the legality and ethical considerations of this practice, considering potential impacts on employee morale and retention.
3. Compliance with Legal Requirements
– Ensure that vacation and PTO policies comply with federal and state labor laws, including any mandatory sick leave or paid time off regulations.
– Provide resources for employees to access legal information and seek clarification on their rights regarding vacation and PTO.
##Creating a Comprehensive Office Manual
An effective office manual should cover a wide range of policies and procedures to guide employees and protect the company’s interests. Here are essential sections to include in your manual:
1. Employment Policies
– Anti-discrimination and harassment policies
– Code of conduct and ethical guidelines
– Attendance and punctuality expectations
2. Benefits and Leave
– Vacation, PTO, and holiday schedules
– Health insurance and other benefit programs
– Family and medical leave policies
3. Workplace Safety and Security
– Emergency procedures and evacuation plans
– Occupational health and safety guidelines
– Security measures for protecting employees and company assets
4. Company Communication
– Email and communication guidelines
– Use of company resources, including internet and social media
– Reporting and addressing workplace concerns or conflicts
##Conclusion
Creating a new office manual that encompasses legal compliance, fair workplace policies, and comprehensive guidelines is essential for promoting a positive and productive work environment. By addressing legal concerns such as NLRA compliance and vacation/PTO policies and providing clear examples and guidelines, companies can ensure their office manual serves as a valuable resource for employees and a protective measure for the organization. Remember, regular reviews and updates to the office manual are key to adapting to evolving legal and workplace standards.
The prohibition against discuss salary and benefits is most certainly illegal as fuck. Whether or not you want to challenge it is a different matter. That is to say employers can be very creative in their reasoning to fire someone. The second one about PTO days I can’t say for sure. I want to say it is but I simply don’t know for sure.
The first is definitely illegal as per the NLRB. The second is shitty but may or may not be legal depending on your state.
Do you have a choice in TX to switch to paper checks? They can’t force us to do direct deposit in CA.
Now you can skip merrily down to a lawyers office.
If they were to fire you over discussing your pay get all the evidence you can like written and signed explanations as to why you were fired and sue em for a fat check 😂
Does your dentist office do more than $250,000 in volume? Most likely they do… but if they do not, then it is legal for them to forbid discussion of wages because they are not a covered employer nor are you a covered employee.
Yea good luck enforcing that. Total bullshit.
If I’m remembering correctly, they can restrict you from discussing salary / wage while you’re at work and on the clock, but outside of work hours you can talk about it as much as you want.
Wow, that’s some shitty PTO policy. 4 days per year, and it doesn’t carry over? So no vacations for anyone, EVER.
WTF
It’s in writing. I’d say it’s worth the 129$ to take this to a decent lawyer.
You can’t discuss your own compensation. But if you all leave your paycheck for everyone to see you can discuss the paycheck of others.
4 days per year ?? F**k a duck !
I’m entitled to 30 (26 plus 4 days I carried over), plus the 7 bank holidays for 2024, plus the days off betweem Xmas and new year. For the Xmas period just gone, our last working day was Thurs 21st Dec and we returned to the office on Tues 2nd Jan 2024. Paid for the 7 working days we were away.
And that’s pretty much the case for many workers in the UK. An exception for some is that leave days have to be taken for any shutdown between Xmas and new year.
When you and another employee have a conversation or communication about your pay, it is unlawful for your employer to punish or retaliate against you in any way for having that conversation. It is also unlawful for your employer to interrogate you about the conversation, threaten you for having it, or put you under surveillance for such conversations. Additionally, it is unlawful for the employer to have a work rule, policy, or hiring agreement that prohibits employees from discussing their wages with each other or that requires you to get the employer’s permission to have such discussions. If your employer does any of these things, a charge may be filed against the employer with the NLRB.
Preventing you from discussing wages is definitely illegal
Wtf is this
Meanwhile in eu 26 paid days off
I would say that because the first section about wages is illegal, the entire document is invalid. And therefore I wouldn’t sign or acknowledge this.
if you’re in America.
step 1 discuss.pay
step 2 get fired
step 3 know that it’s illegal to tell employees they can’t discuss pay and these idiots put it in writing
step 4 call a shark of an attorney and win huge fucking law suit.
Must be in a red state…
While actively looking and interviewing elsewhere I’d be talking LOUDLY about my wages in hopes of getting fired for it just to watch them get F’ed while I skip and prance out the door.
Aaah in Romania where I work it’s the same they scared people talk salary cause they mtf’s paying one double what the other makes on the same job
Use it or lose it policies vary by state; that easily could be legal.
The ‘agreement to maintain employment’ is hilarious; that’s completely irrelevant if you live in an at-will state. Clawing back your PTO if you leave is also very sketchy territory for them–if they *let you go into PTO debt* then it’s absolutely fine to demand you repay them, but if it’s PTO that *you’ve already accrued* then I’m fairly certain it is *also* illegal.
The no-talking-about-pay policy, though? That’s just straight up illegal. Since this is printed in your office manual, you *absolutely* should be submitting this to the DOL and possibly the NLRB.
LOL they have it in writing
Nice of them to put it in writing.
This is all illegal as fuck, specifically the parts about not being allowed to discuss compensation, and them clawing back PTO if you don’t work 6 months afterward. IANAL, but if I were I would advise you not to sign anything, report that shit to NLRB, AND report their asses for wage theft if they claw back your PTO. Also, find a new job. The MD running your practice huffs his own farts because he’s so self important, and clearly doesn’t know a god damned thing about labor law. SAVE THAT DOCUMENT! They’ve admitted to breaking the law in writing.
Discussing salary is a protected right. They can’t stop that legally.
The six month claw back of PTO pay sounds illegal. But check your state.
Right to work states may just allow this nonsense.
This sub makes me feel so glad I live in Europe. All these rules and examples make me incredibly sad.
I mean, over here we get 25 paid vacation days, after a single week of employment. Can’t imagine having just 4 days a year and even then all these extra rules…
American Employers are scum of the earth. and it’s always these small business doctors, dentist and health practitioner offices. I think that they truly believe they’re better than these admin work peons that “serve” them.
Holy red flags Batman!
If they already paid you PTO and then take it back later, that is wage theft
Discuss your pay now. Do it now
That’s illegal. Report them and organize
Who is working for these shit companies? Once quick glance at this BS and I’d be on my way.
Decline to sign. [Print/email this as a reason why](https://www.nlrb.gov/about-nlrb/rights-we-protect/your-rights/your-rights-to-discuss-wages#:~:text=Under%20the%20National%20Labor%20Relations,the%20media%2C%20and%20the%20public).
Print a copy of it, put it up in the breakroom.
Yeah it’s illegal to stop employees from discussing pay with each other
but it’s not illegal to fire you because you double-knot tie your shoelaces after you point it out to them.
If you didn’t notice, here in america, employees have basically NO rights.
Oh there’s some rights written down but unless you’re rich enough to buy a lawyer and wait the years it’ll take to see action, those rights really aren’t yours to use. It’s just there as window dressing so people like me can’t point and say, we really are slaves.
But we really are slaves.
PLEASE get fired for discussing your compensation. You’ll get enough in the lawsuit that you’ll be able to afford that sabbatical you’ve always wanted to take!
Given that you’re in Texas, the PTO part is going to be hard to collect on. You’d have to sue them in small claims, and even if you win, they will likely just not pay and force you to collect through a lien or something that’s not easy to do. It’s illegal to reduce paid wages for an earned benefit, but they’ll probably get away with that.
Everybody else has given great advice about the NLRB and the discussion of salary.