A History Of Growing Trust In Kentucky

8 things Kentucky Employers should include in employee handbooks

On Behalf of | Jun 20, 2023 | Employment

At the end of 2022, the number of employees in Kentucky rose to over 1.9 million, according to an unemployment report. In Kentucky, as in other states, employers often create handbooks to help their employees. An employee handbook serves as a tool for communicating with employees in any type of workplace. It sets out company culture, outlines expectations and guides workplace procedures.

An effective employee handbook goes beyond merely following labor laws. It also addresses the unique provisions of the organization.

1. Employment information

Employers should list policies related to employment in the handbook. This information should cover recruitment, promotion, job classification, working hours, overtime policy, pay and benefits.

2. Code of conduct

Employers in Kentucky often include a code of conduct in the handbook. This code outlines acceptable behavior in the workplace, such as dress codes, language and professionalism.

3. Anti-discrimination policy

Kentucky law prohibits discrimination in the workplace. Employers should state their commitment to preventing discrimination based on race, religion, sex, age, disability or any other protected category in their handbooks. A policy on harassment, including sexual harassment, is also important.

4. Types of leave

Every handbook should cover the rules related to different types of leave. These include vacation, sick leave, maternity and paternity leave and leave under the Family and Medical Leave Act.

5. Safety and health rules

The health and safety of employees are paramount. Employers should lay out the safety protocols and health regulations that employees must follow. The handbook should also detail workers’ compensation procedures.

6. Disciplinary procedures

Clear disciplinary procedures help manage employee behavior. Employers should explain what actions the company will take in response to policy violations. They should also outline potential consequences such as warnings, suspensions or termination.

7. Grievance procedures

The handbook should clarify how employees can raise and resolve grievances. It should detail who to contact, how to file a complaint and what happens after filing a complaint.

8. Privacy policy

The company’s privacy policy is an important addition to the handbook. It should detail what information the company can collect, how the company will store it and who can access it.

A well-structured employee handbook plays a significant role in maintaining a productive work environment. It promotes transparency, prevents misunderstandings and enables employees to understand their rights and responsibilities.