The manual provides at one place that employees cannot discuss their compensation with each other. This type of provision has repeatedly been held to violate federal labor laws, because it hinders employees' rights and ability to engage in collective bargaining.
Also, despite the disclaimers at the end, the manual could fairly be read to guarantee that, after the probation period, the employee could only be terminated for cause. I assume that is not what you wanted to do.
I say once again: great work to put all of this together, but anyone who wants to create such a document MUST, MUST, MUST consult with a lawyer in their state. As I noted above, if you ever got in a fight about this manual, a good employment lawyer representing your now ticked-off former employee will quickly spot the federal law violation, and come up with five more state-law violations that I can only guess at.
Please keep in mind that violating employment laws does not mean that you are a bad person, or that you are intentionally trying to shaft employees. You might think (as a former employer of mine thought) that it was better for employee morale if they didn't know how much other employees made. That still doesn't keep the ban on discussing compensation from being illegal. |