Avoid an HR Meltdown by Preparing a Thorough Employee Handbook

Some people in the business world look at employee handbooks dismissively. To these people, the handbooks are merely a laundry list of boilerplate rules and regulations, and for the most part are best ignored.

This thought process is a very shortsighted attitude. If done right, employee handbooks are not only very important tools in establishing a company’s culture and brand, but also in creating an engaged and motivated workforce as well.

But to be effective, handbooks need to include certain necessary items, thoroughly covering different aspects of the company. Here are some of those important items.

Disclaimers

It needs to be clearly stated in the handbook that the publication does not represent a contract of employment. This is very important for preventing legal issues that may arise from disgruntled employees.

Goals and Mission Statements

The handbook is important in spelling out what the company stands for, its vision and the company’s mission. The document gives the employees the bigger picture, letting them know they are part of something important and vital.

Definition of Employee

This is important to establish the distinction between full-time employees and contingent or contract workers.

Policies and Procedures

This is the meat and potatoes of the handbook, one of its primary functions. Included in this section should be such policies as dress codes, pay periods, time sheets, telephone use, holidays, and any other policies and procedures of your company.

Sexual harassment and Discrimination Policies

The company should make it clear in this section that harassment or discrimination of any kind is not tolerated. Explain how employees can go about making a complaint about harassment or discrimination and what procedures the company follows in dealing with such complaints. This section also needs to spell out the obligations of the employer in this area.

Disciplinary Policies

This is where the company explains what it considers misconduct by employees and the consequences. The company needs to emphasize, however, that instances of misconduct will be judged on a case-by-case basis, so that it does not limit itself in adjudicating misconduct.

This section should give guidelines on what is considered inappropriate behavior, but the company needs to maintain a level of generality. That allows for misconduct not explicitly described, permitting company managers discretion in handling instances of objectionable behavior that may arise.

If you are an Inland Empire employer and are looking for top-notch workers, Arrow Staffing can help you with our superior service. Give us a call today.

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