[Publib] Employee handbook models

[Backwage at aol.com]

In a message dated 4/13/2009 6:27:01 A.M. Pacific Daylight Time,  
kgs at esilibrary.com writes:

Hey all,  I am helping my company expand and develop its employee handbook, 
and while I  know some things are different in the nonprofit sector, a lot 
of stuff is the  same. I have worked on such policies in the distant past 
but it's been a  while, and I wonder what the PUBLIB hive mind could recommend 
in terms of  software, books, or model guides out there to get us started 
on this  revision/expansion project. Of particular interest are telework and  
remote-worker policies, but just general policies are useful  too. 


I was wondering if your manual would include sections of state and federal  
laws dealing with telework and/or homeworkers.  I take it that your  people 
are not making clothing (though this could be a good thing if you are  
looking for suits).  That sort of thing is handled under the  industrial 
homework section of FLSA.  
 
One problem that comes up pretty often is that firms don't record the hours 
 of non-exempt homeworkers, and often don't pay overtime, either.  The  
overtime is hard to figure sometimes.  You get in a bad place when a worker  
puts in more than 40 hours when the firm hasn't authorized it.  Years ago I  
investigated a big IT firm whose workers put in real huge hours from home.   
Nobody got paid OT.  Lots of grief.  
 
California has a lot of hoops for home-based workers.  Even their  
exemption for IT people is complicated:  
_http://www.dir.ca.gov/IWC/IWCArticle17.pdf_ (http://www.dir.ca.gov/IWC/IWCArticle17.pdf) .  
 
Most of the time a manual is intended to be a guide to employees about how  
the firm is going to treat them, and to management so they can follow a 
single  (and presumably legal) track.  You don't have to quote the law and it 
won't  really help.  What I can suggest is that employees (all of them) be  
required to record the hours they spend in work.  The reason for this is  
that it will prevent disputes down the road, you can nip problems in the bud  
(the fellow who, years later claims he worked 24 hours a day) and if you do 
run  into problems, you will know the actual extent.  
 
It would help to know what these folks are to be doing, how they are  
dispersed and what proportion of time they will spend at home versus the office  
site.
 
M. M. 
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