Employment Law

Professional Help With Employment Law And ContractsEmployee Matters & Handbook

A properly crafted employee handbook addresses many issues and requirements that may be required by prospective clients. Detroit Real Estate Law encourages you to utilize the following Employee Handbook Policies to provide your company with defenses or advising your employees on their rights:

  • Uniformed Services Employment & Reemployment Rights Act
  • Family & Medical Leave Act (FMLA)
  • American’s With Disabilities Act (ADA)
  • Equal Employment Opportunity Policy (EEOP)
  • Non-Discrimination/Harassment
  • Whistleblowers Protection Act
  • Genetic Information Non-Discrimination Act
  • Lactation Policy
  • Fair Labor Standards Act
  • Social Security Privacy Act
  • Social Media Policy
    Travel Policy
  • COBRA
  • Immigration Law Compliance
  • Bullard-Plawecki Right To Know Act (Personnel Files)
  • At-Wll/No Contract Language

The attorneys at Detroit Real Estate law are prepared to view your employment application and ensure that appropriate provisions will protect and defend your company. With these provisions, here are a few additional items that your company is legally allowed to cover in your Employee Handbook

  • Employee Background Checks
  • Require Drug & Alcohol Testing
  • Banning Weapons & Threats Of Violence
  • Provision For Weapon Searches
  • No Expectation Of Privacy
  • Limitations In Exchange For Payment Of Unused Sick Time
  • Non-Compete Agreements

 

Exempt Vs. Non-Exempt Employees

A common problem employers experience is misclassifying workers as exempt (salary) or non-exempt (hourly) employees, especially in regards to overtime. As an employer, you must show factual proof in order to demonstrate an individual is properly treated as an exempt employee. By keeping adequate time records for salaried employees, you can safe your company the loss and additional costs if ever challenged.