employee handbook

Employee Handbook

Description: The following article is about employee handbook. We are going to learn the importance of having an employee handbook and identify seven things to have in our employee handbook. We need to ensure we are keeping our employee handbook up to date regardless of how small or large the organization may be running.

Thank you for joining us on today’s webinar titled the top seven things to have in your employee handbook, the purpose of today’s webinar is to explain the importance of having an employee handbook, identify the top seven things to have in your employee handbook and ensure you’re keeping your employee handbook up to date regardless of how small or large or organization may be running.

An organization without policies and guidelines is a very challenging, having a well-written employee handbook is very beneficial, because it communicates to employees their rights and obligations as an employee.

It lays out your workplace do’s and don’ts and it is a connecting link that establishes the employer employee relationship as a business owner, you are also required to inform employees of certain rights and obligations as mandated by federal and state regulations.

Having an employee handbook can also communicate these regulations to employees and can help you avoid civil fees and protect you, as the employer, make your employee handbook priority and do not wait until you find yourself in a lawsuit to create one.

Having one can also avoid misunderstandings that could potentially lead to lawsuits and protect you from liability, according to the Equal Employment Opportunity Commission, the number of suits filed has declined over the past years, an issue having a well-written handbook has created a positive impact on the decrease of suits filed, don’t wait to create your employee handbook or you will find yourself in a lawsuit.

What are the top seven things to have in your employee handbook? First, you must have an employment at-will statement policy, a well written employment at-will statement is critical, because it means that you or your employee may terminate the employment relationship at any time with or without notice.

This statement is also important, because it can protect you against claims of wrongful termination, another one you must have is a right to revise statement, this statement does make your employee handbook a solid legal document, but it also gives you the flexibility to make changes to your handbook.

For instance, in California effective, July 1st, 2008, drivers cannot use hand held cell phones while driving, so updating your cellular telephone policy would be necessary to reflect this change a right to revise statement protects you against an employee claim that he or she is not governed by the handbook policies because of a prior agreement.

An equal employment opportunity policy should state that you did not discriminate against any applicant or employee on any basis and all receive equal treatment without regard to race color religion and more state and federal laws require you to communicate with your employees about your commitment to equal opportunity for everyone.

The policy should also state you forbid sexual and other forms of harassment in 2007, the Equal Employment Opportunity Commission recovered over 65 million in monetary benefits from employers due to employee claims of harassment.

Having a well-written harassment policy can help avoid these potential cost, a harassment policy should state how to identify harassment and accompany complaint process to inform management harassment is no joke and should not be taken lightly.

An employee handbook must also have a section that states the employee benefit policies, this section should inform the employees about benefits provided to them as mandated by law, such as workers compensation, insurance, Social Security, state disability, unemployment insurance, medical insurance, cobra voting time, jury duty and more.

You should also communicate company sponsored benefits, such as paid or unpaid holidays, education reimbursement, 401k, flexible spending, fake ation, sick or PTO plans, bereavement and more communicating, these benefits can be a great retention tool towards your employees as it gives them incentives to work for you.

But be aware of local ordinances that require employers to provide certain benefits, having a section that states your employee conduct policies in your employee handbook is imperative in managing your workforce, an employee must know what is inappropriate.

The potential consequences for breaking the rules, such employee conduct policies may include conflicts of interest, personal appearance attendance and punctuality drug and alcohol abuse and others, these policies can help protect you against claims of unlawful disciplinary action or discrimination and protect the interest of your business.

Lastly, you must have an employee acknowledgement of receipt form whenever you distribute your employee handbook, have the employee signed the acknowledgement form and place it in their employee file by having the employee sign this form.

The employee understands the policies in the handbook and holds them accountable to these company policies having a well written and crafted employee handbook is a powerful tool, it’s a powerful tool that could also lead to potential lawsuits or civil penalties and fees.

If not done correctly to avoid this, make sure you are staying up-to-date with federal and state employment laws also stay up to date with changes in your industry which can impact your current workplace policies, your employee handbook should be updated to reflect these changes and be communicated to employees.

Write A Comment