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A company’s employee handbook is a critical document that lays out the expectations and rules for employees. It can help prevent confusion and misunderstanding and can provide a clear path for disciplinary action if needed.

A well-written, up-to-date employee handbook is essential for companies of all sizes. Not only does it provide employees with important information about company policies and procedures, but it can also help to foster a positive work environment. However, ensuring that your employee handbook is up-to-date can be a challenge. Here are a few tips to help you get started:

1. Review your policies and procedures regularly. Not only will this help you ensure that your handbook is current, but it will also help you identify any areas that may need improvement.

2. Hold employee meetings. Ask your employees to review and comment on the policies and procedures. This is a great, inclusive way of engaging with employees to get feedback while also providing them with the information they need to do their jobs.

3. Make writing the handbook a collaborative effort. Not only will this make it easier to write, but your team can also serve as an excellent resource during the review and update process by providing suggestions and updates to any changes in federal or state law that may affect their jobs.

What Does an Employee Handbook Include?

A great employee handbook describes the corporate policies and procedures including, but not limited to, some of these areas:

  • Wages
  • Perks
  • Leave
  • Safety and Health
  • Harassment and Discrimination
  • Whistleblower policy
  • Code of Ethics
  • Communication and Conflict Resolution

Your handbook should also include instructions for staff on how to use the company’s resources, such as computers, email, and other relevant tools.

Include information about the company’s values, mission statement, and history; any required certifications or licenses; and details about insurance (such as medical and life) and retirement options. The handbook should be updated regularly, with help from an expert consultant to account for changes in legal requirements and company demands.

As a best practice, every company should have a separate manual or handbook that includes the company’s specific employment policies and procedures.

How Can You Ensure That Your Employee Handbook Is Up-To-Date?

Employee handbooks are an essential component of any business’s HR policy and procedure and need to be updated regularly to keep up with legal changes, company rules, and employee conduct. There are a few things you can do to ensure that your employee handbook is up-to-date:

1. Update the handbook as needed to reflect changes in the law or changes in company policy.

2. Conduct employee surveys to check on employee attitudes and behaviors. This will assist you in determining whether any revisions are necessary for the handbook.

3. Include a section in the handbook for staff to provide feedback and suggestions.

4. After you review and update your handbook, distribute it to all employees.

What Happens If A Employee Violates One Of The Rules In The Handbook?

If an employee violates one of the rules in the employee handbook, the employer may take disciplinary action, such as issuing a warning, firing the employee, or suspending the employee. If an employee breaks a rule that is not specifically addressed in the employee handbook, the employer may take disciplinary action, such as issuing a warning or suspension, if this action is appropriate for the offense.

In order to prevent any confusion or misunderstanding about what an employee can and cannot do, it’s a good idea to include a reminder of the company’s code of conduct in your handbook. An effective way to ensure that all employees understand and follow the rules is by holding regular training sessions on the new and updated policies and procedures.

What Can You Expect When Your Company Is Growing?

The employee handbook may need to be adjusted as a company grows. For example, when an employer hires additional new employees, the handbook may need to be expanded to include information that is specific to larger staff. The employee handbook also should reflect changes in the law or company policies based on your side and any local, state, or federal regulations.

As companies grow, they will also need to consider the resources necessary to maintain and update their employee handbooks. If you have a small staff, it may be possible for one person in human resources or in your department to perform these tasks who can use an outside professional to help them navigate the complexities of HR and People Operations. Larger companies may also want to hire an outside company that specializes in creating and maintaining Employee Handbooks and Employee Policy Manuals.

Who Can Assist You In Developing And Distributing Your New Handbook?

Creating an employee handbook can be a daunting task, but with the help of an HR Consultant, it can be a much smoother process. The consultant can help you create a handbook in a timely manner that is legally compliant and tailored to your company’s specific needs and culture.

No matter your company’s size, having a well-written, up-to-date employee handbook is essential. It can help prevent confusion and ensure that employees are aware of the expectations and rules for behavior. Creating a handbook on your own can prove itself difficult – but don’t worry, we’re here to help! Our team at Think People. Culture has over 15 years of experience in HR, Compliance, and People Operations, so we know what it takes to create a legally compliant handbook that meets all your needs. Contact us today to get started!