When hiring workers from Vermont, it is crucial to ensure that your handbook complies with both federal and Vermont employee handbook requirements. While employers aren’t required to create and distribute employee handbooks, they are required to implement and comply with a variety of policies in the workplace. An employee handbook offers several benefits. It introduces the company, provides essential information on expectations, outlines policies and procedures, and reduces potential legal liabilities.
However, if your Vermont employee handbook policies do not align with state or federal laws, your company could face significant risks. Designing state-specific employee handbooks can be a time-consuming and expensive process, especially when hiring employees in multiple states.
Thankfully, SixFifty’s Employment Docs platform provides valuable assistance to employers by simplifying state and federal compliance, making the research and drafting process more efficient and cost-effective.
Here’s what you need to know about creating your own customized, compliant Vermont employee handbooks.
Required Vermont employee handbook policies
Vermont requires employers to implement and comply with 12 state-specific policies:
- Crime Victim Leave Policy
- Elected Official Leave Policy (for companies with six or more employees)
- FMLA Policy (for companies with 10 or more employees)
- Jury Duty Leave Policy
- Meal and Rest Breaks Policy
- Military Service Leave Policy
- Paid Sick Leave Policy
- Pregnancy Leave Policy (for companies with 10 or more employees)
- School Activity Leave Policy
- Sexual Harassment Policy
- Town Meeting Leave Policy
- Witness Duty Leave Policy
Three of the policies have employee thresholds. If your company is approaching these thresholds, it’s usually wise to include them now.
Optional Vermont employee handbook policies
In addition to the 12 required employee handbook policies, Vermont employers may choose to include optional policies like these:
- Affinity Group Policy
- Arbitration Policy
- At-Will Employment Policy
- Background Check Policy
- Business Expense Policy
- Company Property Policy
- Confidentiality and Trade Secrets Policy
- Desk Hoteling Policy
- Direct Deposit Policy
- Dress Code Policy
- Drug and Alcohol Abuse Policy
- Electronic Devices While Driving Policy
- Employee Benefits Policy
- Employee Classification Policy
- Employee Dating Policy
- Employee References Policy
- Employment of Relatives Policy
- Exit Interview Policy
- Gifts Policy
- Health and Safety Policy
- Holidays Policy
- Immigration Law Compliance Policy
- Lactation Accommodation Policy
- Leave Policies, including: Parental Leave; Bereavement Leave; Organ, Bone Marrow, and Blood Donor Leave; Domestic Violence Leave
- Marijuana Policy
- Off-Duty Use of Facilities Policy
- Outside Employment Policy
- Overtime Policy
- Payment of Wages Policy
- Payroll Deductions Policy
- Performance Review Policy
- Personnel Files Policy
- Pets in the Workplace Policy
- Progressive Discipline Policy
- Public Relations Policy
- Punctuality and Attendance Policy
- Salary Pay Policy
- Social Media Policy
- Solicitation and Distribution of Literature Policy
- Technology Systems Policy
- Telecommuting Policy
- Temporary Relocation Policy
- Timekeeping Policy
- Vacation/Paid Time Off Policy
- Video Conferencing Policy
- Workers’ Compensation Policy
- Workplace Violence Policy
- Workplace Visitor Policy
- Workweek and Work Schedules Policy
Depending on your company and industry, employment type, and other factors, not all of these policies will be suitable for your company.
Required federal employee handbook policies
If you choose to create an employee handbook, you should include these policies that are required by federal employment law:
- Americans with Disabilities Act (ADA) Policy
- Equal Employment and Anti-Discrimination Policy
- Family Medical Leave Act (FMLA) Policy (for companies with more than 50 employees)
- Jury Duty Leave
- Military Service Leave
- Sexual Harassment Policy
- Lactation Accommodation Policy
- Religious Accommodation Policy
Employers in all 50 states are required to implement these policies, in addition to any that are required by the specific state(s) in which they have employees. Therefore, all of your employee handbooks should contain these federal policies (if your organization meets the 50-employee requirement for the FMLA Policy).
How to create a Vermont employee handbook
Creating a Vermont employee handbook can be challenging. Developing state-specific handbooks demands extensive research and careful drafting to adhere to state and federal employment laws. Non-compliance with the law could expose your organization to legal risk.
Some employers opt for the safer choice of hiring attorneys to draft their handbooks. However, when hiring in multiple states, billable hours can quickly accumulate. Alternatively, using online templates may look like an attractive option, but it comes with risks. One-size-fits-all templates may not cover all required state policies or use appropriate language.
Here’s where SixFifty’s Employment Docs platform comes in. Instead of handling the research and drafting on your own, hiring a lawyer, or relying on templates, Employment Docs empowers you to create customized, state-specific employee handbooks that fully comply with Vermont employee handbook requirements. The platform supports employers throughout the entire employment life cycle, from crafting offer letters and handbooks to separation agreements and offboarding documents. Employment Docs ensures the production of top-tier employment documents, including handbooks that meet all Vermont employee handbook requirements. Additionally, our legal team monitors changes to employment legislation nationwide. If any new developments arise, we will notify you so you can update your handbooks accordingly.
Ready to learn more? Schedule a demo today!