Why are Employee
Handbooks Important?
An employee handbook serves as an important document that not
only informs employees of Company policies and expectations but also provides
the Company with protection against potential lawsuits and complaints. Well-written handbooks can minimize
both litigation and liability. As
your company changes, so do the federal, state, and local laws, therefore so
should your handbook.
Maintaining and updating your handbook is something that should be tended
to on a regular basis.
Important Policies to
Include
Below are the top policies to update and/or add to your
Company handbook for 2014:
·
At-Will Statement
·
Equal Employment Opportunity Policy
·
Anti-Harassment & Discrimination Policy
along with a Complaint Procedure
·
Non-Violence in the Workplace Policy
·
Progressive Discipline Policy
·
Internet, E-mail, & Computer Use Policy
·
Social Media Policy
·
FMLA (if applicable) and other Leave & Time
Off Policies
·
Overtime & Attendance Policies
·
Drug & Alcohol Abuse Policy
·
Disclaimer stating that the employee handbook is
not intended to create a contract.
The last pages of your handbook should contain an “At-Will Employment Agreement and Acknowledgement of
Receipt of Employee Handbook” page.
Have the employee and their manager/human resources sign and date.
Common Pitfalls
Below are the most common mistakes that employers make when
it comes to employee handbooks:
1.
Using a
template or generic handbook -Don’t take the risk by using a “one size fits
all” approach as form handbooks may include items that aren’t relevant and more
importantly may miss important items that you need to address.
2.
Offering
too much information-Employers cannot account for every situation that
might occur. Being more vague allows
flexibility while dealing with unforeseen circumstances and situations.
3.
Including
policies that conflict with other policies & company documents
4.
Not including
a disclaimer and/or employment at-will statement-This keeps the handbook
from acting as a contract with an employee
5.
Including
items that conflict with federal, state & local laws-Any statements
that contradict with federal, state, and local laws are invalid and also can
result in the company losing credibility
6.
Failing
to update the handbook on a consistent basis-Companies, laws and guidelines
are ever changing and your handbook need to change right along with them to
avoid liability & litigation.
Not sure if your handbook is up to par? Have it reviewed by an expert in the
field to ensure that you have addressed important issues to reduce confusion
for your employees, contradiction in policy, and risk of litigation within your
organization.
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