Employee handbooks and manuals are not typically enjoyable reading material. In fact, after receiving the handbook on the first day or during the first week of employment, some employees will never look at it again. The handbook is often relegated to a rarely used drawer, cabinet or shelf, only to be searched out in the event of a potential problem. But that’s exactly why employee handbooks are vital to companies – they provide the structure for settling possible conflicts before they arise.
By law, employers are required to create and enforce certain policies with regard to their employees. Examples of required policies include non-discrimination, family and medical leave and sexual harassment. Depending on where a company does business, additional policies may be required by individual states. While employers are not necessarily required by law to have an employee handbook, handbooks do provide an excellent way for employers to compile and distribute required employee policies.
But an employee handbook should be more than a compilation of policies created to satisfy a legal requirement. Employee handbooks can be used to set and communicate a company’s expectations of employees, as well as establish guidelines on how a company will respond to certain situations. Handbooks make company policies easily accessible to employees, and allow companies to consistently apply and enforce those policies.
Tips for Creating an Employee Handbook
Here are five tips to keep in mind when writing company policies and creating an employee handbook:
Creating and updating employee handbooks and company policies can be overwhelming. That’s why G&A Partners has a team of HR professionals available to assist our clients with employee handbooks, compliance issues, recruitment strategies, safety manuals and more.
Already have an employee handbook? Download a copy of G&A Partners’ Employee Handbook Checklist to see what sections your employee handbook may be missing.