Employee Handbooks

Employee handbooks and policies allow employers and employees to avoid miscommunication and/or misunderstandings. If an employee does not have access to written policies, how can he/she know when he/she is non-compliant? Oftentimes too late, the employer finds that the employee did not know that their action (or inaction) violated a company policy. When written properly, policies are a valuable resource and guide for both the employer and employee.

Although written policies are not legally required, if properly written they can provide the framework within which the employer can communicate his/her expectations to the employees. The handbook may contain general information such as company benefits, pay policies, holidays, vacation, sick time, attendance, etc.

Employers with 15+ employees should have written policies as they are covered by federal discrimination laws such as Title VII and the Americans with Disabilities Act. The Family Medical and Leave Act requires covered employers (50+ employees) to provide written information relating to employee rights and employer obligations.

When developing a company handbook always remember the three “Cs” of Content, Clarity and Consistency.

• Content: What to include in the handbook.
• Clarity: Make the handbook simple and concise. The key is "readability." If an employee can't understand what he/she is reading, how can he/she be compliant?
• Consistency: Selective application of policies is an open invite for litigation. Policies must apply evenly to all employees. Remember that lawsuits = inconsistency.

Put policies in place. Review them on an annual basis. Educate your employees and supervisors.

Keep the lines of communication open everyone!