When your company hires employees in Vermont, you are required to comply with federal, state, and local employment laws. There are a variety of human resources and labor policies in the workplace that differ by state. Through your employee handbook, employers can easily document and distribute the correct policies to their employees to comply with the laws of each state.
Creating your Vermont Employee Handbook is a useful way to explain important policies and procedures, mitigate legal risk, and introduce employees to the expectations and operating practices of the organization.
Mosey has compiled the relevant policies a company with employees in Vermont must consider.
Launch your employee handbook in minutes.
Everything you need to automate a compliant handbook for all 50 states.
Regardless of which states you have employees in, there are required
federal policies that must be included in your employee handbook. In
addition to any state-specific policies, your employee handbook for
Vermont should contain the following federal
policies.
Anti-Harassment Policy
Anti-Sexual Harassment Policy
Anti-Retaliation Policy
Equal Employment Opportunity Policy
Reasonable Accommodation Policy
Handbook Policy Best Practices
In addition to the required federal policies, the following policies
are best practices to include in your employee handbook.
Weapons Policy
Disciplinary Action Policy
Prohibited Conduct Policy
Violations Reporting Policy
Workplace Violence Prevention Policy
At-Will Employment
Employee handbook requirements by state
Select a state to learn more about state and federal HR policies.
For many smaller or growing businesses, managing HR functions can be a significant challenge. Professional Employer Organizations (PEOs) offer a solution by handling payroll, benefits, compliance, and other HR responsibilities through a co-employment arrangement. While PEOs provide valuable services that help businesses focus on growth, it’s important to understand both their advantages and limitations.
Today, we’re exploring the benefits PEOs offer, who they work best for, and when companies might consider alternatives as their needs change.
Human resource management is a branch of business that supports employees in a company. HR managers work to foster positive and constructive relations between employees and upper management, as well as ensure a secure workplace environment.
Human resources emerged in the early 20th century as part of a movement toward workplace reform. At the time, “employment clerks” worked in factories to maintain workers’ rights. They focused on improving conditions in the workplace, raising salaries, and combatting labor shortages by encouraging employment efforts.
Your team is thriving with remote employees across 10 states. Sales just hired a superstar in Texas. Engineering snagged top talent from Oregon.
Everything’s running smoothly, until the audit notice rears its ugly head.
Suddenly, you’re facing penalties for unregistered business entities. Incorrect tax withholding. Non-compliant handbooks. Now, the remote work dream becomes a compliance nightmare costing money, time, and reputation. Or worse.
Ultimately, managing a remote workforce means juggling two types of challenges. First, there are the visible ones everyone discusses—communication, productivity, culture. Then come the hidden compliance traps that devastate businesses.
Paul Boynton |Jul 9, 2025
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