EMPLOYEE HANDBOOK CAN PROVE TO BE USEFUL TOOL FOR BUSINESSES
Q: If a business does not have an employee handbook, should it? If so, what should it contain?
A: When a company reaches 15 employees, certain federal laws become applicable to it and certain policies are mandated by these laws. But employee handbooks can be useful tools for all size businesses. Handbooks ensure uniformity in the information employees receive about what the organization expects of them and what they can expect from the organization. It is a reference point that gives an employee a place to begin when he or she has a question.
Q: What topics do we need to have in the handbook?
A: Topics frequently covered include Internet use, company cellphone use, drug testing policies, vacation policies, leave due to illness, jury duty or voting, timekeeping or overtime requirements, and safety policies. Handbooks are often used by employers to confirm employees’ status is “at will,” or to define disciplinary steps if employees are not “at will.”
While some information may be duplicative, an employee handbook is different from a company’s policy and procedures manual. A policy and procedures manual is generally written for and distributed to office managers, supervisors and other key personnel. This manual contains the procedures for operating the company as well as overarching company policies. The employee handbook is geared to the worker and interprets the overarching policies and sets forth the implementation of those policies and procedures.
Q: Is there a formula we should follow to assure we have correct information in our handbook?
A: There is no “cookie cutter” formula for handbooks. When developing your handbook, consider your organization’s goals. Determine what is unique to the organization, what you want and need employees to know. Start with what is legally required to be included and work from there.
In drafting handbooks, employers must take care not to inadvertently create rights for employees that the employer did not intend to create. For this reason, alone, employers should consider consulting an attorney before issuing or updating a handbook.