Vermont Employee Handbooks laws & HR compliance analysis

Vermont 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 Outdated or erroneous policies can be as dangerous as not having policies at all.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 in order to avoid contract claims made by employees based upon handbook language. To avoid such 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..
Vermont 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.
However, Vermont courts have ruled that an at-will employment relationship may be modified by definitive personnel policies that expressly or implicitly include a promise for specific treatment in specific situations. Vermont courts have stated that an employer that takes steps to give employees the impression of job security cannot then disregard its commitments (Farnum v. Brattleboro Retreat, 671 A.2d 1249 (VT 1995)).
In view of this, employers with handbooks containing such language should ...

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Vermont Employee Handbooks Resources

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