UPDATE: Illinois: Chicago Non-Harassment Complaint Form (Including Sexual Harassment)
We have updated the explanatory notes of this policy to include employer considerations related to the express inclusion of gender identity as a protected classification in light of recent Executive Orders and federal governmental actions. We have also made stylistic edits for consistency.
UPDATE: Montana: About This Handbook/Disclaimer
We have added a Disclaimer that applies to Montana only. The Disclaimer for Montana differs from all other states as Montana is the only state in the nation where employees are not at will for the duration of their employment (absent a collective bargaining agreement).
In addition, you must accept the new General Handbook Acknowledgement for Montana and ask employees to sign and return the Receipt. This document is vital because the employees' signature is an acknowledgment of their receipt of the handbook, their obligation to comply with its terms and their acknowledgment of their at-will status, subject to the provisions of the Montana Wrongful Discharge Act. Procedures should be implemented to ensure that such signed acknowledgments are collected and retained in employees' personnel files.
UPDATE: Montana: About This Handbook/Disclaimer
We have updated the policy and advisory notes (Explain this to me) to reflect recent changes to the Montana Wrongful Discharge from Employment Act (WDEA). The WDEA, which generally prohibits the termination of employees except for “good cause,” now allows employers to have probationary periods of 12 months, with extensions of up to six (6) months more, when new employees can be terminated at will. In addition, the WDEA has expanded the definition of “good cause” to include the employee’s material or repeated violation of an express provision of the employer’s written policies.
UPDATE: Vermont: Discrimination and Non-Harassment (Including Sexual Harassment)
We have updated the explanatory notes of this policy to include employer considerations related to the express inclusion of gender identity as a protected classification in light of recent Executive Orders and federal governmental actions. We have also made stylistic edits for consistency.
UPDATE: South Carolina Title Page
We have updated the policy and advisory notes (Explain this to me) to reflect recent changes to the Montana Wrongful Discharge from Employment Act (WDEA). The WDEA, which generally prohibits the termination of employees except for “good cause,” now allows employers to have probationary periods of 12 months, with extensions of up to six (6) months more, when new employees can be terminated at will. In addition, the WDEA has expanded the definition of “good cause” to include the employee’s material or repeated violation of an express provision of the employer’s written policies.
UPDATE: Rhode Island: Accommodation of Pregnancy-Related and Menopause-Related Conditions
We have updated this policy to add time off for bone marrow or organ donation as permissible purposes for leave as of January 1, 2026.
UPDATE: Rhode Island: Discrimination and Non-Harassment (Including Sexual Harassment)
We have updated the explanatory notes of this policy to include employer considerations related to the express inclusion of gender identity as a protected classification in light of recent Executive Orders and federal governmental actions. We have also made stylistic edits for consistency.
UPDATE: Rhode Island: Overtime
We have revised the Explain This to Me note regarding the determination of the workweek for non-exempt employees. We have also made changes to the policy for stylistic consistency.
UPDATE: Pennsylvania: Philadelphia Notice Regarding Unpaid Wages
We have updated this policy to correct a typographical error in the maximum threshold amount.
UPDATE: Oregon: Discrimination and Non-Harassment (Including Sexual Harassment)
We have updated the explanatory notes of this policy to include employer considerations related to the express inclusion of gender identity as a protected classification in light of recent Executive Orders and federal governmental actions. We have also made stylistic edits for consistency.