Policies and Procedures
Employee Handbooks
Whether you have five employees or 50,000 employees, a properly drafted handbook can save
you time and money. The primary goals of an employee handbook are to reduce litigation
and promote good communication. It provides both a means for new employees to
orientate themselves with their new environment, and a policies and procedures refresher
for others. We will go over employee handbook basics, as well as
provide some sample policies.
The essentials of an employee handbook include:
- A disclaimer, at the beginning and the end of the handbook, to ensure that it does not create or imply a contract (at will relationship).
- An Equal Employer Opportunity (EEO) statement.
- Employer rules, regulations, and procedures.
- Employer policies that are designed to help employees.
- Employee benefits.
- Guidelines for termination of employment (disciplinary actions).
- State and local requirements (FMLA, workers compensation, harassment).
- An acknowledgement of receipt.
Keep It Short and Simple. A handbook should be easy to read and only as
long as necessary to get the job done.
Common pitfalls include:
- Overpromising,
- Inconsistency,
- Poor organization, and
- Inadequate disclaimers.
If a handbook is not going to be followed or utilized, it might be better not to have one at all.
However, there is even a greater danger of law suits with government agencies when there is no written policy.
Sample Policies:
Reference Material
Employee Handbook Disclaimers: Better Shields Than Swords
Is Your Employee Handbook A Time Bomb?
Model Employee Handbook By Court TV
NLRB Targets Employee Handbooks
Why and When are Employee Handbooks Necessary?
