Does My Business Need an Employee Handbook
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Does My Business Need an Employee Handbook?

An employee handbook can be a beneficial resource for both you, as employer, and your employees. But you must make sure to write it well with legal guidance. Remember to implement it appropriately, and utilize it in the organization. Communicating clearly within the handbook is essential. In addition, employers must carefully choose what to include in it as you can be bound by law to follow it.

What is an Employee Handbook?

An employee handbook is similar to a manual. It’s the collection of your organization’s policies, procedures, and expectations, outlining your company’s culture.

What Should You Include in an Employee Handbook?

To be as effective as possible, your employee handbook should include a few key elements.

A handbook should contain:

  • Mission, Values, Policy, and Regulations
  • Simple, quick, and accurate answers to policy questions
  • Education material
  • Plain English dialogue
  • Clear communication of expectations for behavior and performance, as well as consequences

Please note, a handbook should be reviewed and revised by an employment attorney. In addition, you should meet with your workers and require them to provide written acknowledgment of receiving the guide.

Benefits of an Employee Handbook

Employee handbooks can be a helpful communication tool for all parties within an organization for many reasons.

Benefits include:

  • Establishing the relationship between employer and employees
  • Providing awareness of the organization’s history, rules, procedures, and benefits
  • Outlining expectations of both employer and worker
  • Helping with efficient labor and operations of the business
  • Giving important employee information about the nature of your company’s tasks, rules, and regulations
  • Promoting an orderly and harmonious work environment
  • Conveying your commitment and compliance with government regulations

Legal Benefits

There are extensive benefits to having an employee handbook, Also, it can offer a degree of legal protection for you, as employer. These benefits include safeguarding against wrongful termination, discrimination, and harassment claims.

Throughout the handbook, an employer can review the processes of submitting complaints or grievances. In addition, you can outline the proper means to voice employment concerns. Also, you can also explain  a host of policies within the company.  For example, spell out standardized disciplinary actions, payday information, required work hours, overtime, holiday, vacation, and sick pay information.

It’s the best way to communicate vital information. These include the policies on discrimination, harassment, and retaliation, as well as standards of conduct. You can even provide guidance on what workers can do to prevent being fired.

Legal Concerns Regarding Employee Handbooks

While there are many advantages to having an employee handbook, there can also be several concerns surrounding them. Employers must be prepared to enforce the policy and revisions included in the guide. Organizations can experience legal ramifications if they don’t back what they communicate in the handbook.

Handbook policy and provisions must also abide by laws and public policies. For example, if your company lists policies in violation of employment and labor laws, you could face liability.

Employee handbooks are a significant resource for both employers and employees. But you should take them seriously when you are preparing them. And as employers, it’s advisable to remember that you can be bound to anything you place in the handbook. Get support from legal counsel and consideration in putting them together. Use your handbook as a tool that can help you achieve success as a team.

If you need help with creating an employee handbook, call us today! At Belfield Management Solutions, we provide business consulting for the 21st Century.  We aim to help take your business to the next level of success!

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