Understanding the basic fundamentals of employee handbooks can help keep employees on track while also keeping companies out of hot water. In this blog post we set out to answer questions such as why employers should have an employee handbook, what it should include, and why legal reviews are so critical.
The purpose of an employee handbook is to have one resource everyone in the company can go to for an explanation of the company policies. The handbook should record information on what the employer expects from the employees and what employees can expect from the employer. It is an easy-to-understand reference written to provide employees with answers to basic questions such as leave policies and more.
Recording these policies eliminates the possibility employees can claim they were never aware of a specific policy or did not understand the specifics of a policy. Because it helps ensure policies are applied consistently across the company, it can also eliminate favoritism and thereby improve morale.
It is critical that an attorney who practices employment law in the area(s) where the company is located reviews your handbook. Write the handbook to comply with federal laws, such as the Age Discrimination in Employment Act (ADEA).
Compliance with all specific state and local laws is also important. Finally, administrative agencies, including the National Labor Relations Board (NLRB) and Equal Employment Opportunity Commission (EEOC) have guidelines that should be included.
The legal review can answer questions such as:
It is not necessary for an employee handbook to include details of every single company policy. At a minimum, however, employers should ensure it includes the following provisions:
Additional topics to consider for inclusion in an employee handbook:
After the handbook is written and reviewed by the employment attorney, it's time to distribute it to all employees. Make it mandatory for each employee to sign a statement acknowledging receipt of the handbook and each subsequent revision. Upload the handbook to the employee intranet or portal if one exists. Ensure all managers have easy access to copies of the handbook to share with employees if necessary.
Give all managers training on the policies and procedures provided in the employee handbook. It is also important these managers know where to find any policies or procedures not included in the handbook. Make sure they understand how to raise questions about any unusual situations that arise and may not be addressed by a policy or procedure.
Do you have any questions about employee handbooks? Contact us. We are here to help. For a limited time we are offering a no-obligation, complimentary compliance review of your employee handbook. This thorough review will culminate in a complete set of redlined comments and detailed instructions for you to follow to get your employee handbook in tip top shape.
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