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Not by law: but from a risk and consistency standpoint, yes. An employee handbook

protects the employer more than it protects the employee. It establishes clear expectations,

documents policies, and provides guidance when issues arise. A well-written handbook can

significantly reduce liability and confusion.

Job descriptions are essential HR tools. They are used for performance management,

evaluations, coaching, discipline, hiring, onboarding, determining essential job functions,

and workers’ compensation or accommodation decisions. They help protect the business

and set employees up for success.

It depends. While many employers assume the first 90 days allow for easy termination,

decisions still need to be defensible. For clear issues like attendance or performance,

supported by documentation and prior conversations, termination may be appropriate.

The Family and Medical Leave Act (FMLA) is a federal law that provides job protected leave

for qualifying medical and family events. Employers with 50 or more employees must offer

FMLA and provide required notices during onboarding and in common areas.

Generally, yes. Sick time cannot simply be denied. If misuse is suspected, the appropriate

step is to address the issue through a conversation and documentation…not denial.

Mishandling sick time can create legal risk.

Address it immediately. Meet with the employee promptly, listen carefully, and involve only

those who need to know. Maintain confidentiality as much as possible and handle all

complaints consistently.

Missed or late meal breaks are one of the top reasons employers face wage and hour claims. Even if employees eventually take a lunch, missing required meal periods can result in costly penalties. This area requires proactive management.