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Roofing companies don’t rise and fall on shingles alone. They succeed or fail based on their people. And when it comes to protecting your people (and your business), one of the most important tools in your toolbox is your employee handbook. At the Texas Roofing Conference, RCAT hosted employment law expert Philip J. Siegel, Esq. of Hendrick, Phillips, Salzman & Siegel to walk contractors through exactly what your employee handbook needs — and what to leave out. With decades of legal experience serving roofing companies nationwide, Philip knows how to build handbooks that reduce risk, strengthen culture, and hold up in court. This blog covers the most critical takeaways from his session. If you want the full breakdown, including case examples, new legal standards, and practical fixes, be sure to watch the full video: Watch now: Protect Your Business with the Right Policies Why Your Employee Handbook Matters If your company has 15 or more employees, federal law already requires you to comply with specific employment protections. Without a formal handbook in place, you’re flying blind. A properly written handbook does more than just outline policies. It: Sets expectations for your team Documents compliance with federal and state employment law Shields you against claims of discrimination, harassment, and wrongful termination Builds trust by creating a fair, transparent workplace As Philip put it: “It’s the surprised employee that brings the claim. The handbook makes sure no one is surprised.” The Must-Have Policies for Roofing Contractors Here’s what every roofing company should include and why it matters. 1. Introduction Section Use this space to share your company’s values, mission, and tone. More importantly: Make it clear that the handbook is not a contract Use phrases like “We endeavor to...” instead of making promises Avoid including confidential or proprietary information here. That belongs in a separate agreement 2. At-Will Employment Don’t confuse “right to work” with at-will employment. The handbook must clearly state: Employment can be ended at any time by either party, for any lawful reason Only certain authorized individuals (such as the company president) can modify at-will status Even during a 90-day probationary period, employment remains at-will Failing to include this disclaimer could lead to an unfair labor practice charge under current federal law. This has become especially important after the recent Stericycle ruling by the National Labor Relations Board. 3. Equal Employment Opportunity (EEO) Policy If a claim is filed with the EEOC, this will be one of the first documents requested. Your policy should: Cover all protected categories (race, gender, religion, age, disability, sexual orientation, gender identity, and more) Include a catch-all phrase for “any category protected by federal, state, or local law” Include a paragraph addressing the Americans with Disabilities Act (ADA) and your commitment to reasonable accommodations 4. Harassment and Discrimination If you don’t have a handbook, at least have this policy. It can be your strongest legal defense if written and implemented correctly. Your policy should: State your zero-tolerance position Outline clear, simple reporting procedures Identify two specific individuals employees can report to, not just job titles Include anti-retaliation language Explain how investigations are handled. Avoid blanket confidentiality promises that violate federal law “If your policy just says ‘report it to HR,’ and you don’t have an HR department, it’s worthless. Name real people, with contact info.” Operational Policies Roofing Contractors Can’t Ignore These are the nuts and bolts of everyday business. If left vague, they create real legal and HR problems. Attendance & Work Hours Define what constitutes job abandonment (for example, three days of no-call/no-show) Explain procedures for calling out Establish core working hours. This is critical for travel pay and overtime disputes PTO, Vacation, and Sick Leave Clarify whether time off is gifted or accrued Define rollover policies and forfeiture rules State whether unused PTO is paid out at termination FMLA (if applicable) Companies with 50 or more employees must include: Eligibility rules Medical certification requirements Benefits coverage expectations during leave Disciplinary Policy Use progressive discipline but preserve the right to terminate immediately for serious issues Safety violations may require a stricter policy, depending on the risk involved Drug Testing Make sure your post-accident testing policy complies with OSHA rules Be clear about what counts as an “illegal” substance, especially if operating in multiple states Cell Phone Use Having a written and enforced policy can limit company liability in accidents. Include language about hands-free requirements or pulling over before using a phone. Social Media Avoid language that could be interpreted as interfering with employees’ rights to discuss working conditions. Include a disclaimer stating your policy is not intended to violate federal protections. What Should Not Be in Your Handbook Some policies should be kept in separate legal agreements. Do not include: Arbitration agreements Confidentiality or non-disclosure agreements Non-compete clauses Including these in the handbook can make them harder to enforce later. Final Legal Tips from Philip Translate your handbook into Spanish if you have non-English-speaking employees Review and update your handbook every year Always collect signed acknowledgment pages when changes are made Consider adding Employment Practices Liability Insurance (EPLI) to your risk strategy “A well-written handbook isn’t just about avoiding risk. It shows you’re a serious, professional company that takes care of its people.” Watch the Full Seminar This blog covers only the key highlights. To hear Philip’s full breakdown, legal context, and real-world examples, watch the session now: Watch now: Protect Your Business with the Right Policies RCAT is proud to support Texas roofing contractors with expert-led training, valuable legal guidance, and resources that help your business grow stronger and smarter. Learn more about membership, education, and upcoming events at www.rcat.net
Roofing companies don’t rise and fall on shingles alone.
They succeed or fail based on their people. And when it comes to protecting your people (and your business), one of the most important tools in your toolbox is your employee handbook.
At the Texas Roofing Conference, RCAT hosted employment law expert Philip J. Siegel, Esq. of Hendrick, Phillips, Salzman & Siegel to walk contractors through exactly what your employee handbook needs — and what to leave out.
With decades of legal experience serving roofing companies nationwide, Philip knows how to build handbooks that reduce risk, strengthen culture, and hold up in court.
This blog covers the most critical takeaways from his session.
If you want the full breakdown, including case examples, new legal standards, and practical fixes, be sure to watch the full video:
Watch now: Protect Your Business with the Right Policies
If your company has 15 or more employees, federal law already requires you to comply with specific employment protections. Without a formal handbook in place, you’re flying blind.
A properly written handbook does more than just outline policies. It:
As Philip put it:
“It’s the surprised employee that brings the claim. The handbook makes sure no one is surprised.”
Here’s what every roofing company should include and why it matters.
Use this space to share your company’s values, mission, and tone. More importantly:
Don’t confuse “right to work” with at-will employment. The handbook must clearly state:
Failing to include this disclaimer could lead to an unfair labor practice charge under current federal law.
This has become especially important after the recent Stericycle ruling by the National Labor Relations Board.
If a claim is filed with the EEOC, this will be one of the first documents requested. Your policy should:
If you don’t have a handbook, at least have this policy. It can be your strongest legal defense if written and implemented correctly.
Your policy should:
“If your policy just says ‘report it to HR,’ and you don’t have an HR department, it’s worthless. Name real people, with contact info.”
These are the nuts and bolts of everyday business. If left vague, they create real legal and HR problems.
Companies with 50 or more employees must include:
Having a written and enforced policy can limit company liability in accidents. Include language about hands-free requirements or pulling over before using a phone.
Avoid language that could be interpreted as interfering with employees’ rights to discuss working conditions. Include a disclaimer stating your policy is not intended to violate federal protections.
Some policies should be kept in separate legal agreements. Do not include:
Including these in the handbook can make them harder to enforce later.
“A well-written handbook isn’t just about avoiding risk. It shows you’re a serious, professional company that takes care of its people.”
This blog covers only the key highlights.
To hear Philip’s full breakdown, legal context, and real-world examples, watch the session now:
RCAT is proud to support Texas roofing contractors with expert-led training, valuable legal guidance, and resources that help your business grow stronger and smarter.
Learn more about membership, education, and upcoming events at www.rcat.net