Writing an employee handbook can be a daunting task with many things to consider. Even if you have an employee handbook, it is always a good idea to review it to be sure it accurately reflects your company's current policies, procedures and philosophies. With the growing number of employment lawsuits, an employee handbook is critical and there are many different aspects to keep in mind.
Discipline and Termination
A very important part of the handbook will be the section on disciplinary action and termination policies. It is crucial to be very clear and have a concrete set of procedures. For instance, does your company issue a verbal warning and/or written warning before action is taken? Is there a "three strikes" policy? This part of the handbook should protect both the employee and the employer. A good tip is to include a sentence or two that says these are just guidelines and the employer reserves the right to right to skip any or all of the steps.
Time Off
State clearly how much time off an employee is entitled to. Be sure to include not only how much total vacation an employee gets, but the time in which he or she is allowed to take it. For instance, an employee may be entitled to three weeks off, but may not take all three weeks at once. While health issues like illnesses and pregnancies may be unique to each employer, be sure that your policies are consistent yet flexible.
Conduct
In this section, stress the integrity and reputation of the company. This should include policies on dress code, and list specific behaviors that are not acceptable in the workplace. Even behaviors that would seem unacceptable based on common sense should be listed. Infractions like working for competitors, disclosing information, falsifying records and tampering with documents should be noted with corresponding consequences. Depending on the size of your workplace and type of company, you may want to include regulations about smoking and drinking on the premises, dating in the workplace and health and safety hazards.
Harrassment
Every employee handbook should have a section on harassment. This will provide the employer with a defense in a court of law. In addition to protecting the company, a harassment clause will show employees that the company takes harassment charges seriously and will investigate each claim. The clause should also state that no retaliation will be taken for a claim, so workers feel like they have a protected right to come forward.
Other Tips
When writing your employee handbook, always keep your company's unique needs in mind. All regulations and policies should reflect the goals and principles of your company. Spell things out clearly for employees, not just for their sakes, but in order to protect the company as well.
Member Comments