Rhode Island Employee Handbooks laws & HR compliance analysis

Rhode Island 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 Outdated or erroneous policies can be as dangerous as having no policies at all.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.
Rhode Island 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.
Courts in Rhode Island generally reject implied contract claims based on employee handbooks.
The courts have held that employees cannot legitimately expect that a particular policy will always be followed and remain in effect when he or she has been notified that the policy is subject to unilateral change by the employer, for example, through a disclaimer in the handbook (Neri v. Ross-Simons, Inc., 897 A.2d 42 (2006)).
Nevertheless, employers in Rhode Island should remain vigilant to craft their employee handbooks in such a way as to protect themselves from ...

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Rhode Island Employee Handbooks Resources

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