Policies and Procedures, and Employee Handbooks

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Should you have an Employee Handbook?

What are the legal implications of this kind of document?

How does it benefit your business?

 

Many small employers do not need an Employee Handbook as long as they administer their written/unwritten policies fairly, in a non-discriminatory manner and communicate them to their employees. The problem arises as a company grows and begins to have multiple supervisors and managers and/or communication breaks down.

If one supervisor administers a policy one way and another supervisor interprets the same policy in a different manner, the employer can unwittingly end up with potential discriminatory treatment. Employees frequently do not know what the company’s policies are. Moreover, employers are required to give employees copies of certain policies.

A well-written Employee Handbook provides consistent communication to management and employees regarding the philosophy of the company as well as its “rules of the road.” The Handbook (and the employees’ acknowledgement of receipt) provide proof that employees were informed concerning the employers’ policies. A customized Employee Handbook is an inexpensive way to educate your workforce and provide consistency in the workplace.

If you want to discuss a customized Employee Handbook for your company, contact Employee Relations Consultants.

Consider an Employee Handbook that Addresses:

  • Company history and philosophy
  • Hiring Practices
  • Payroll Procedures
  • Compensation and Benefits
  • Time and record keeping
  • Time Away from Work
  • Employee Relations
  • Leaving Employment

Not only does this important manual inform employees and clarify key aspects of employment, it also helps mitigate the chances of formal complaints and lawsuits.