1. EMPLOYEE HANDBOOKS Becky S. Knutson Davis Brown Law Firm

2. PURPOSE OF THE HANDBOOK (1)Formalizes guidelines by which an employer will address a situation prior to its actual presentment as a problem will discourage the employer from making quick judgments when the situation occurs. (2)An employee handbook will help to ensure that employees who are similarly situated will be similarly treated, thereby promoting fair and consistent treatment of employees.

3. (3)An employee handbook will provide a specific guideline for the implementation of employment decisions. (4)An employee handbook will assist in ensuring employees have an understanding as to what they may expect from the employment relationship, thereby diminishing any idea of additional, inconsistent or other unauthorized conditions of employment. (5)An employee handbook will ensure that the employees are aware of specific rules, regulations and benefits of the employer. PURPOSE OF THE HANDBOOK

4. HANDBOOK CAUTIONS 1.Know what is in the handbook. 2.Follow the policies consistently. 3.Update when necessary. 4.Keep employees informed of policies.

5. DISCLAIMERS Include specific disclaimers: 1.This handbook is not a contract and creates no contractual obligation. 2.This handbook may be changed by the employer at any time. 3.The employer may have additional policies and practices that are not included.

6. 4.This handbook does not alter your status as an “at will” employee – you may be terminated at any time with or without cause. 5.This handbook does not alter a collective bargaining agreement. DISCLAIMERS – CON’T.

7. SPECIFIC POLICIES 1.Equal Employment Opportunity Policy – non-discrimination under state and federal law 2.Employee Reviews/Evaluations 3.Discipline – progressive, specific offenses – reserve the right for immediate termination

8. 4.Harassment of any kind, including sexual harassment – include a complaint process 5.Leave – including FMLA, disability, pregnancy, PTO 6.Wages and Benefits – when, where and how paid, deductions, insurance, special plans 7.Vacation and Holiday – time, pay, accrual, carryover and payout SPECIFIC POLICIES

9. 8.Attendance policies – including timekeeping, breaks 9.Drug and Alcohol policies – including drug testing if used 10. Employee access to personnel files – comply with Sec. 91B.5, Code of Iowa

10. SPECIFIC POLICIES 11. Electronic Communication – email, voice mail, support for electronic devices - NOTE: no guarantee of privacy, email lives forever 12. Social Media policies – what is allowed, what is not allowed, and what will get you in trouble. NOTE: NLRB and PERB will allow some comments and “concerted activity”; be careful about electioneering

11. SPECIFIC POLICIES 13. Internet policy 14. Outside employment 15. Dress and personal appearance – safety clothing and equipment 16. Required licenses, certification and education

12. SPECIFIC POLICIES There may be more policies depending upon the type of business or service, including hospitals, office buildings, parks and recreational areas, vehicles or other unique issues. If there is a collective bargaining agreement “CBA”, then bargained provisions of the CBA will prevail for bargaining unit employees.

13. Thank you Becky S. Knutson Davis Brown Law Firm