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You should review your employee handbook every six months and update it when necessary. Between reviews if you suspect change is needed, don’t hesitate to review it.
The goal, of course, should be to make certain your handbook is up-to-date.
Here’s a checklist:
- Be certain to be respectful of all employees.
- Make sure your handbook is easy-to-understand and to navigate.
- Your handbook should clearly state that it isn’t a contract. As the employer you reserve your right to make updates. Do not tie your hands so can continue to make updates when you deem necessary.
- Make certain your updates are current in all facets affecting your workplace and employees.
- Make it clear that all rules will be evenhandedly enforced.
- If you specify behavior that will result in discipline, write with caution – state that the behavior examples are just that. They are mentioned only to illustrate types of behavior that you expect but it isn’t an exhaustive list.
- Encourage employees to bring promptly bring their complaints and concerns to management.
- Clearly state that you don’t tolerate workplace harassment of any kind.
- List procedures for dealing with harassment complaints.
- Make certain all your policies – from benefits to performance – are in compliance with state and federal laws.
- Get your attorney to sign off on each update.
- Be sure all employees have access to updated handbooks and that they read them.
- Ensure employees sign a receipt when they get updated handbooks.
- Don’t include political statements, especially your opinion about unions and labor organizing.
- Be careful about social-distancing rules.
- If you have remote workers, insert a special section with appropriate rules for them, including virtual meetings.
- Consider all factors – ethnicity, race and religion – in dress and grooming policies.
- Make certain employee leave, Family and Medical Leave, and paid sick leave all comply with federal law.
- Set a policy on confidentiality such as salary history or medical conditions.
From the Coach’s Corner, related strategies:
10 Best Practices for an Online Employee Handbook — Companies that don’t convert their employee handbooks into electronic documents are missing noteworthy opportunities in human resources. Conversely, businesses that switch to a digital format accomplish at least five HR goals.
Best Employee-Handbook Values to Avoid Legal Issues — Neither you, nor your company and nor should your employees be relying on an employee handbook with illegal or antiquated policies. Here are employee-handbook values to consider.
Employee Records: Which Ones to Save and for How Long — You don’t want to keep unnecessary employee records. Nor do you want to make a rash decision on whether to destroy records. Here are the laws you need to know.
Precautions for HR Documents to Avoid Losing a Legal Case — Managers using best practices in compliance, who are aware of the latest trends and avoid common errors, fare the best against civil litigation, criminal allegations and other legal issues. Here’s how they do it.
A Standard Operating Procedures Manual to Save You Grief — Upheaval is the new normal for many companies. A standard operating procedures manual is crucial for your business to prosper and beat the competition.
16 Best Practices to Stay out of Legal Trouble with Employees — Generally, in human resources, companies find themselves in legal hot water because they inadvertently make mistakes with their employees. It’s important to triple down on preventative measures and responses to legal hazards when necessary.
“The five steps in teaching an employee new skills are preparation, explanation, showing, observation and supervision.”
-Bruce Barton
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