Policies for your Employee Handbooks

An ADA policy ensures compliance with the Americans with Disabilities Act, promoting accessibility and equal opportunities for individuals with disabilities in public accommodations, employment, and services.

An anti-harassment policy outlines a company's commitment to maintaining a workplace free from any form of harassment, ensuring a safe and respectful environment for all employees.

A COBRA policy adheres to the Consolidated Omnibus Budget Reconciliation Act, offering eligible former employees and beneficiaries the option to continue health insurance coverage at group rates for limited periods under specific circumstances.

An EEO policy ensures compliance with Equal Employment Opportunity laws, prohibiting workplace discrimination based on race, color, religion, sex, or national origin.

An FMLA policy ensures compliance with the Family and Medical Leave Act, granting eligible employees unpaid, job-protected leave for specified family and medical reasons.

A US federal immigration compliance policy ensures that employers adhere to regulations governing the employment of foreign nationals, verifying the eligibility and authorization of workers in the United States.

A USERRA policy ensures compliance with the Uniformed Services Employment and Reemployment Rights Act, safeguarding the job rights and benefits of military service members and veterans upon their return to civilian employment.

A religious accommodation policy commits to respecting and accommodating employees' religious beliefs and practices, ensuring no one faces discrimination or undue hardship based on their faith.

A PUMP Act policy ensures compliance with the Providing Urgent Maternal Protections (PUMP) for Nursing Mothers Act, mandating workplace accommodations to allow breastfeeding mothers to express milk.