[COMPANY NAME]

Comprehensive Employee Handbook

(State of Alabama)

[// GUIDANCE: This template is intentionally over-inclusive. Delete policies or sections that do not apply to your client’s workforce (e.g., if the client has <15 employees, certain federal anti-discrimination statutes may not yet apply).]

TABLE OF CONTENTS

I. Document Header
II. Definitions
III. Operative Provisions (Core Policies)
IV. Representations & Warranties (Employer Disclaimers)
V. Covenants & Restrictions (Employee Conduct)
VI. Default & Remedies
VII. Risk Allocation
VIII. Dispute Resolution
IX. General Provisions
X. Execution Block

I. DOCUMENT HEADER

1. Effective Date: [MONTH DAY, YEAR]
2. Jurisdiction: State of Alabama (state_employment_law)
3. Employer: [COMPANY NAME], an [Alabama] [corporation/LLC/etc.] with its principal place of business at [ADDRESS] (“Company”).
4. Covered Employees: All employees of Company working in or regularly reporting to a worksite in Alabama (“Employee” or “Employees”).
5. Recitals
   5.1. Company desires to publish uniform policies and procedures governing employment in compliance with applicable federal and Alabama statutes and regulations, including but not limited to the Fair Labor Standards Act, 29 U.S.C. § 201 et seq., and comparable Alabama wage-hour and anti-discrimination laws.
   5.2. Employees acknowledge receipt of, and agree to comply with, the policies contained herein as a condition of continued at-will employment.

II. DEFINITIONS

The following capitalized terms shall have the meanings set forth below and shall apply throughout this Handbook:

“Acknowledgment Form” – The signed receipt page located in Section X confirming Employee’s receipt and understanding of this Handbook.
“Applicable Law” – All federal, state (Alabama), and local statutes, ordinances, regulations, and binding executive orders governing employment.
“Confidential Information” – All non-public proprietary or personally identifying information obtained through employment with Company.
“Handbook” – This Employee Handbook, including all appendices, as may be amended from time to time pursuant to Section IX.
“Protected Class” – Any class of persons protected from discrimination under Applicable Law (e.g., race, color, religion, sex, pregnancy, national origin, age 40 or older, disability, genetic information, military service).
“Workweek” – Seven consecutive 24-hour periods beginning at [DAY, TIME], designated for FLSA overtime calculation.

[// GUIDANCE: Add additional defined terms (e.g., “Exempt Employee,” “Non-Exempt Employee”) as required by the client’s pay practices.]

III. OPERATIVE PROVISIONS (CORE POLICIES)

3.1 Employment Relationship

a. At-Will Status – Employment is at-will and may be terminated by either Employee or Company at any time, with or without notice and with or without cause, except as otherwise provided by Applicable Law.
b. No Contract – Nothing in this Handbook creates an express or implied contract of employment or alters the at-will relationship.

3.2 Equal Employment Opportunity & Anti-Discrimination

a. EEO Statement – Company prohibits discrimination or harassment against any Employee or applicant based on membership in a Protected Class.
b. Complaint Procedure – Employees shall promptly report violations to [TITLE/DEPARTMENT] in accordance with Section 6.2. Retaliation for good-faith reporting is strictly prohibited.
c. Accommodation – Company will provide reasonable accommodations for qualified individuals with disabilities and for sincerely held religious beliefs, as required by Applicable Law.

3.3 Wage & Hour Compliance (Alabama)

a. Classification – Employees will be classified as Exempt or Non-Exempt consistent with the FLSA and Alabama law.
b. Work Hours – Standard hours are [HOURS] per Workweek. Overtime for Non-Exempt Employees is paid at 1.5 times the regular rate for hours worked over 40 per Workweek.
c. Timekeeping – Accurate daily time records are mandatory.
d. Payroll Schedule – Employees are paid [WEEKLY/BI-WEEKLY/SEMI-MONTHLY] via [DIRECT DEPOSIT/PAPER CHECK].
e. Deductions – Only lawful deductions (e.g., taxes, court-ordered garnishments, Employee-authorized deductions) will be taken.
f. Meal & Rest Breaks – Company provides unpaid meal breaks of at least 30 minutes for shifts exceeding [HOURS] and paid rest breaks in compliance with Applicable Law.
g. Child Labor – Employees under 18 are subject to hour and duty restrictions consistent with Alabama Child Labor provisions.

3.4 Leave Policies

a. Paid Time Off (PTO) – Employees accrue PTO at the rate of [X] hours per pay period. PTO is used for vacation, personal time, and short-term illness.
b. Family & Medical Leave – Eligible Employees (12 months’ service; 1,250 hours worked) may take up to 12 weeks of unpaid leave under the federal Family and Medical Leave Act (“FMLA”) for qualifying reasons.
c. Military Leave – Granted in accordance with the Uniformed Services Employment and Reemployment Rights Act (“USERRA”) and Alabama military leave statutes.
d. Jury Duty – Paid leave up to [X] days for required jury service; Employees must provide summons documentation.
e. Voting Leave – Up to two (2) hours of unpaid leave if Workday schedule prevents voting (per Ala. Code).
f. Domestic Violence Leave – Unpaid leave will be provided to victims of domestic violence to obtain protection or medical attention, consistent with Alabama’s provisions.
g. Bereavement Leave – [X] paid days upon death of an immediate family member.
[// GUIDANCE: Confirm state-specific leave mandates beyond federal baselines; insert or delete as appropriate.]

3.5 Workplace Conduct

a. Anti-Harassment – Zero tolerance for sexual or other unlawful harassment.
b. Drug-Free Workplace – Prohibited use, possession, or distribution of controlled substances; mandatory testing under circumstances set forth in Appendix A.
c. Workplace Violence – Weapons, threats, or violent acts are strictly prohibited.
d. Confidentiality & Data Security – Employees must protect Confidential Information and comply with Company’s cybersecurity protocols.
e. Conflict of Interest – Employees must avoid activities that conflict with Company’s legitimate business interests.

3.6 Health & Safety

a. Compliance – Company follows the Occupational Safety and Health Act (“OSHA”) and Alabama occupational safety standards.
b. Reporting – Employees must immediately report unsafe conditions, job-related injuries, or illnesses to [TITLE/DEPARTMENT].
c. Emergency Procedures – Evacuation routes and emergency contacts are posted at each facility.

3.7 Technology & Social Media

a. Company Systems – All electronic communications on Company systems are Company property and may be monitored.
b. Acceptable Use – Employees shall not use Company systems for unlawful or inappropriate purposes.
c. Social Media – Personal postings must not disclose Confidential Information or imply Company endorsement.

IV. REPRESENTATIONS & WARRANTIES (EMPLOYER DISCLAIMERS)

4.1 Company represents that policies herein are adopted in good faith and in compliance with Applicable Law as of the Effective Date.
4.2 Company makes no warranty against future statutory or regulatory changes; policies may be amended pursuant to Section IX.
4.3 Survival – Sections IV, VI, VII, and VIII survive termination of employment to the extent necessary to enforce Company rights.

V. COVENANTS & RESTRICTIONS

5.1 Employee Covenants
a. Compliance – Employee shall comply with all policies, procedures, and lawful directives of Company.
b. Confidentiality – Employee shall not use or disclose Confidential Information except as required in the course of employment.
c. Return of Property – Upon separation, Employee will return all Company property immediately.

5.2 Restrictive Covenants (Optional)
[NON-SOLICITATION–12 MONTHS]
[NON-COMPETE–TIME/GEOGRAPHY]
[// GUIDANCE: Alabama’s 2019 non-compete statute imposes reasonableness requirements and industry-specific limitations. Customize carefully.]

VI. DEFAULT & REMEDIES

6.1 Events of Default
a. Material violation of Handbook policies.
b. Failure to perform essential job duties after written notice and opportunity to cure (where practicable).

6.2 Investigation & Corrective Action
a. Complaint Receipt – Reports should be submitted to [HR DIRECTOR] or via Company’s ethics hotline.
b. Investigation – Company will conduct prompt, impartial investigations.
c. Disciplinary Measures – May include verbal or written warning, suspension (with/without pay), demotion, or termination.

6.3 Attorney Fees – In any action to enforce post-employment covenants, prevailing party may recover reasonable attorney fees and costs.

VII. RISK ALLOCATION

7.1 Indemnification – Employee shall indemnify and hold harmless Company, its officers, directors, and agents from any losses arising out of Employee’s willful misconduct or gross negligence, except to the extent prohibited by Applicable Law.

7.2 Limitation of Liability – Company’s liability for any single employment-related claim shall not exceed statutory limits, if any, provided under Applicable Law. Nothing herein waives non-waivable statutory rights.

7.3 Insurance – Company maintains workers’ compensation and general liability insurance in compliance with Alabama law.

7.4 Force Majeure – Company shall not be liable for failure to perform obligations due to events beyond reasonable control (e.g., natural disasters, acts of war, pandemics, governmental orders).

VIII. DISPUTE RESOLUTION

8.1 Governing Law – This Handbook and all employment-related disputes shall be interpreted in accordance with the laws of the State of Alabama, without regard to conflict-of-law principles.

8.2 Forum Selection – Unless otherwise agreed in writing, any civil action arising out of or relating to employment shall be filed exclusively in a state court of competent jurisdiction located in [COUNTY], Alabama.

8.3 Optional Arbitration
[ARBITRATION ELECTION BOX: □ Company elects to require binding arbitration pursuant to the Federal Arbitration Act; □ Company does NOT elect arbitration.]
[// GUIDANCE: If arbitration is selected, attach Appendix B containing a stand-alone arbitration agreement with class-action waiver. Confirm enforceability under recent FAA and state precedent.]

8.4 Jury Waiver – Nothing herein shall be construed to waive Employee’s constitutional right to a jury trial absent a valid arbitration agreement or other voluntary waiver executed separately.

8.5 Injunctive Relief – The parties agree that injunctive relief is available only to the limited extent necessary to prevent irreparable misuse of Confidential Information or violation of restrictive covenants, and solely as allowed under Alabama law.

IX. GENERAL PROVISIONS

9.1 Amendments – Company may amend this Handbook at any time. Material changes will be communicated to Employees in writing at least [14] days before effective date.

9.2 Severability – If any provision of this Handbook is found unenforceable, the remainder shall remain in full force and the invalid provision shall be modified to the minimum extent necessary to be enforceable.

9.3 Integration – This Handbook supersedes all prior employee handbooks, manuals, or written policies of Company regarding the same subject matter.

9.4 No Waiver – Failure to enforce any provision on one occasion does not constitute a waiver of the right to enforce the same or any other provision in the future.

9.5 Electronic Acknowledgment – Electronic signatures or click-through acceptances to the Acknowledgment Form are deemed effective to the same extent as an original handwritten signature under the federal E-SIGN Act and Alabama Uniform Electronic Transactions Act.

X. EXECUTION BLOCK

10.1 Company Signature

By: [NAME]
Title: [AUTHORIZED SIGNATORY]
Date: _____

10.2 Employee Acknowledgment

I acknowledge that I have received, read, and understand the [COMPANY NAME] Employee Handbook dated [EFFECTIVE DATE]. I understand that it is my responsibility to comply with the policies contained herein and that my employment is at-will.

Employee Name (print): _________

Signature: _____ Date: ___

[// GUIDANCE: Retain signed acknowledgments for minimum retention periods under Alabama recordkeeping rules and the FLSA (three years for payroll; two years for timecards).]

APPENDICES (Optional)

• Appendix A – Drug & Alcohol Testing Policy
• Appendix B – Arbitration Agreement (if elected)
• Appendix C – Forms (PTO Request, Reasonable Accommodation, etc.)
• Appendix D – Safety & Emergency Procedures

[// GUIDANCE:
1. Review local ordinances (e.g., Birmingham’s minimum wage history) for employer sites within municipal boundaries.
2. Confirm that any disciplinary or grievance procedures do not create contractual obligations.
3. For multi-state employers, include a General Policy plus Alabama-specific addendum.]