Texas Employee Handbooks laws & HR compliance analysis

Texas Employee Handbooks: What you need to know

Employee handbooks should be drafted according to the particular needs of each individual workplace and according to 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 also have an attorney familiar with state labor and employment laws review their handbooks for legal accuracy and timeliness. Outdated or erroneous policies can be just as dangerous as having no policies at all.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.
Texas 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.
In keeping with a strong presumption in favor of the at-will standard, the Texas courts have generally held that “promises” contained in an employee handbook or policy manual do not give rise to an implied contract of employment.
For example, an employee contract claim was not upheld based on an employee handbook's disciplinary and discharge guidelines, since nothing in the handbook stated that the employer was obligated to terminate for cause only (Zimmerman v. H.E. Butt Grocery Co., 932 F.2d 469 (5th Cir. 1991)).
Many courts allow ...

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Texas Employee Handbooks Resources

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