Why every Employer needs an Employee Handbook

An employee handbook is an invaluable resource that holds both cultural and legal weight within an organization. It acts as a communication resource for both the employer and the employee. To provide guidance and information related to the organization's history, mission, values, policies, procedures and benefits in a written format.

 

Having an employee handbook helps your employee behave in a certain way, that is professionally expected of them, because it sets a standard for them regarding a lot of issues examples are, how to request a time off from work, dress code, complain about operational matters report possible theft or workplace violence, maintain confidential information, use electronic resources, comply with laws, etc.

 

An employee handbook helps your employee to appreciate the benefit that comes with their job offer: some employees don’t seem to know or appreciate what you do to keep them on the job or the benefits that come with the job they are being offered.

 

Additionally, a handbook should refer to various types of paid and unpaid time off offered to employees. The handbook allows you to take credit for all that you do for your employees.

 

A well-tailored handbook protects your brand against unemployment claims and lawsuits: a well-written handbook is the first step of a successful defense of unemployment or other legal claims. 

 

The page of the handbook containing the applicable policy, as well as the signed acknowledgement form, should be critical to the defense of unemployment or other legal claims.

 

Lastly, a handbook needs to reflect compliance with applicable federal, state and other relevant law. This does not necessarily mean that every law needs to be specifically addressed and referenced in detail in the handbook. Rather, the handbook should not conflict with any applicable law

 

A handbook should be tailored to your organization and should reflect how you conduct business. Copying another employer's handbook or any other handbook might do your brand more harm than good.

 

We have had a case at the industrial court where the employer had a handbook which was not suited for his industry.

 

You will need a consultant who understands the workplace culture, has experience handling compliance to sit and have conversation with you regarding your ideal work place, culture and current pain point in the workplace. You might want to speak with someone today

 

Source: HRLeverage

 

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