A company’s employee handbook is not required by law, and many companies choose not to have one even though many laws require employers to inform employees of their workplace rights. Despite these reasons, I strongly advise writing an employee handbook based on my experience in human resources for more than 15 years.
- Communicate With Your Employees: Your performance management/promotion process should include information on holidays, vacation, insurance options, compensation, payroll deductions, and tracking of attendance and time.
- Defining Expectations: Provide employees with a list of specific company policies. Make sure that you are clear about social media usage, mobile device usage, dress codes, ethics, conduct expectations, intellectual property, business travel, and your discipline process.
- Risk Mitigation: Make sure compliance regulations related to federal, state, and local employee rights and expectations are met.
- Be Culturally Aware: Providing your employees with a consistent handbook that reflects their culture is essential, however, some sections of it must satisfy compliance requirements. The new and existing staff will appreciate it if you describe your values and expectations.
It is recommended that you begin by drafting what you find most important about your organization. Does your vision reflect existing policies or updates that need to be made? In order to achieve your goals, what do you expect of your employees? Would your expectations be derailed by employee behaviors? Include your mission statement and values in your brief organization history. As a result, the entire document will be set in this tone.
The following internal policies have been adopted: Make sure your internal policies don’t become too complex that they become paralyzing. As a safety and performance advocate, I have always advocated minimizing internal policies. It may be better for employees to use their discretion (and creativity) when dealing with an issue than to follow a policy, depending on the situation.
Your next step will be to decide if you want human resources support, legal assistance, or the assistance of a human resources consultant (such as MCDA CCG). Ideally, you should cover your bases from a compliance point of view if you decide to write it yourself. Keeping up with government laws is essential, whether they are federal, state, or local.
There is a lot of information available on the US Department of Labor’s website about federal requirements. Any state and local regulations affecting your workforce will also need to be researched and documented. Your employees must comply with local laws in their jurisdictions (including home offices).
To stay on top of internal policies and federal, state, and local compliance changes, it is recommended you review your employee handbook every year. If you have questions, MCDA CCG can help. By CLICKING HERE, you’ll see how we handle these issues and give more of an explanation on this topic.
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