Policy Against Harassment

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Recommended: Sexual harassment within the workplace

The next section is workplace commitments. This section covers legal considerations such as equal employment laws, employment at-will, and anti-discrimination and harassment laws and policies. This section conveys the company’s commitment to abide by all applicable laws.
Workplace Commitments
Equal Employment Opportunity
LLB is an equal opportunity employer and as such, makes employment decisions on the basis of merit. LLB policy prohibits unlawful discrimination based on the following protected classes under federal law: race, religion, color, sexual orientation, gender (including gender identity and gender expression), sex (including pregnancy, childbirth, breastfeeding or related medical condition), marital status, age, national origin, …show more content…

Employment at-will means that the employment relationship may be terminated, with or without cause and with or without advance notice at any time by the employee or LLB (Falcone, 2016). No statements made in this handbook, or by management, may alter the at-will status of employees (Smith & Harris, 2014).
Policy Against Harassment
LLB is committed to abiding by local, state, and federal laws regarding immigration, discrimination, and harassment laws, and we have a zero tolerance policy when it comes to harassing, bullying, and other unacceptable behaviors. LLB encourages employees to report any incidents of harassment or other prohibited conduct immediately so that complaints can be quickly and fairly resolved. Employees found in violation of this policy will be disciplined, up to and including termination. The next sample section is the disciplinary policy. Many companies use progressive discipline, which provides added protection against potential lawsuits, but may also be too binding (NFIB, 2017). The disciplinary policy should cover three areas: what constitutes grounds for disciplinary action, disciplinary procedures, and the company’s termination policy.
Disciplinary …show more content…

For employees who resign with at least seventy-two (72) hours’ notice, their final paychecks will be provided on their last day of work. Employees who resign without at least seventy-two (72) hours’ notice will receive their final paycheck within seventy-two (72) hours of their resignation. Employees who are terminated involuntarily will be provided their final paychecks on their last day of work (California DIR, n.d.).
Though the acknowledgment of receipt section of the handbook is only a small part, it is actually one of the most crucial sections (SHRM, 2017). This is because once an employee signs that he or she has read, understood, and agreed to the company policies, the company has protection in case of a wrongful termination suit. Any violation of the policies in the handbook by that employee becomes the employee’s responsibility (NFIB, 2017). The acknowledgment of receipt should be kept on hand in the employee’s file.
Acknowledgment of

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