When you hire employees in Wyoming, it is important to ensure that your employee handbook aligns with both federal and state employment laws. 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. Employers who choose to create and distribute employee handbooks must ensure they meet all Wyoming employee handbook requirements.
Employee handbooks serve as an effective means to introduce employees to the organization, establish expectations, explain essential policies and procedures, and minimize legal risk. However, non-compliance with state and federal laws in your handbook could expose your company to significant liability.
To simplify the process and meet the specific requirements of each state, SixFifty has developed Employment Docs. This tool assists employers in drafting personalized, state-specific employee handbooks, and other employment documents for all 50 states.
Here’s what you need to know about Wyoming employee handbook requirements, and how Employment Docs can help you save time and money.
Required Wyoming employee handbook policies
Wyoming requires employers to implement and comply with four state-specific policies:
- Crime Victim Leave Policy
- Jury Duty Leave Policy
- Voting Leave Policy
- Witness Duty Leave Policy
Each of these policies should be included in every Wyoming employee handbook.
Optional Wyoming employee handbook policies
In addition to the four required employee handbook policies, Wyoming employers can choose to add 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: Paid Sick Leave; Parental Leave; Bereavement Leave; Organ, Bone Marrow, and Blood Donor Leave; Domestic Violence Leave; Civil Service Leave; School Activity 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 industry, company, and employment type, among other factors, you may not want or need to include any of the optional policies. For example, if your Wyoming employees are exclusively remote workers, a policy regarding off duty use of facilities or pets in the workplace is likely unnecessary.
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 Wyoming employee handbook
Drafting a compliant Wyoming employee handbook can prove to be a time-consuming and costly endeavor, even when focusing solely on the required state and federal policies. Inadvertent violations of these laws could expose your organization to legal liability.
Some companies choose the safer option of hiring attorneys to research and draft their handbooks. However, when hiring in multiple states, billable hours can add up fast. Similarly, using one-size-fits-all templates to save costs does not guarantee the inclusion of all necessary policies and required language.
Thankfully, SixFifty offers a better alternative. Instead of starting from scratch, relying on templates, or engaging attorneys, we have streamlined the process for you. Our employee handbook creator expertly supports employers throughout the entire employment life cycle, covering offer letters, employee handbooks, and concluding with separation and offboarding. Best of all, our legal team closely monitors changes to employment legislation nationwide. Should any changes arise, we will notify you, allowing you to update and distribute your handbooks accordingly. This approach offers the easiest and most cost-effective way to create a handbook that fully complies with all federal and Wyoming employee handbook requirements.
Ready to learn more? Schedule a demo today!
Looking to create an employee handbook for a different state? View our interactive map for required employee handbook policies by state.