Connecticut Employee Handbooks laws & HR compliance analysis

Connecticut Employee Handbooks: What you need to know

Employee handbooks should be drafted according to the particular needs of each individual workplace and in accordance with the requirements of state and federal law. Employers should try to develop policies and procedures that reflect the company's size, employee needs, and company philosophy. Employers should have an attorney familiar with state labor and employment laws review their handbooks for legal accuracy and timeliness. Outdated or erroneous policies can be as dangerous as not having policies at all.
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Employers should exercise caution when developing handbooks and related policy statements. To avoid implied contract claims, employers should issue only general statements of policy in employee handbooks and should always include an explicit statement reserving the right to alter, amend, or change any handbook policy at any time and for any reason.
Connecticut is an “employment-at-will” state. Therefore, an employer may generally terminate an employment relationship at any time and for any reason unless a collective bargaining agreement, employment contract, existing law, or recognized public policy provides otherwise.
Connecticut law requires every employer to make available in writing or through posted notice all employment practices and policies “with regard to wages, vacation pay, sick leave, health and welfare benefits, and comparable matters” (CT Gen. Stat. Sec. 31-71f). Therefore, it is important to carefully construct an employee handbook.
Despite a strong presumption in favor of the at-will standard, the Connecticut Supreme Court has stated that under certain circumstances an employee handbook could be considered an employment contract (Gaudio v. Griffin Health ...

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