Policy Updates
New to the site? Learn more about how the Employee Handbook Builder keeps employers up to date with state and federal laws, or purchase your new handbook today!
UPDATE Illinois School Visitation Leave
We have updated this policy to add an option for whether employers want to require employees to substitute available paid time off (other than sick or disability leave) during unpaid leave.
UPDATE Illinois Lactation Breaks
We have updated this policy to clarify language regarding the concurrent use of other breaks.
UPDATE Lactation Accommodations
We have updated this policy to clarify language regarding the concurrent use of other breaks.
UPDATE New York Sick and Safe Time
We have updated this policy to remove references to prenatal leave, which has been moved to a new, separate policy.
NEW New York Paid Prenatal Personal Leave
We have added this policy to address prenatal leave requirements effective January 1, 2025.
UPDATE New Jersey Family and Medical Leave
For the limited number of users subject to the state family and leave act, but not the FMLA, we have added a new stand-alone New Jersey Family and Medical Leave policy that users can select in lieu of the standard integrated FMLA/NJ FLA policy. We have updated this policy to reference that addition.
UPDATE Colorado Overtime
We have updated this policy with the 2025 Colorado COMPS poster.
UPDATE Colorado COMPS Order Acknowledgment Form
We have updated this form to reference the 2025 Colorado COMPS poster.
UPDATE California Paid Family Leave Benefits
This policy has been revised to reflect amendments that take effect January 1, 2025, when an employer will no longer be allowed to require use of paid time off during the first two weeks under California law.
UPDATE California West Hollywood Paid and Unpaid Time Off for Non-Exempt Employees
As of January 1, 2025, California law, which applies to employers that have 25 or more total employees and at least one (1) employee in California, requires covered employers to provide up to 12 weeks of unpaid leave to an employee who is a victim or whose family member is a victim of a qualifying act of violence for various reasons. We have updated this policy accordingly.