Michigan Employee Handbooks laws & HR compliance analysis

Michigan 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 Outdated or erroneous policies can be as dangerous as not having policies at all.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.
Michigan 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.
Despite a strong presumption in favor of the at-will standard, however, the Michigan courts have held that statements and “promises” contained in an employee handbook may result in the formation of an employment contract when there is an express written or oral agreement regarding job security that is clear and definite or if the employer's policies or procedures lead an employee to legitimately expect job security (In re Certified Question, 443 N.W.2d 112 (Mich. 1989)).
Many courts allow employers to escape potential contractual ...

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Michigan Employee Handbooks Resources

Type Title
Checklists Employee Handbook Checklist
Policies Employment at Will—Handbook Receipt
See all Employee Handbooks Resources