Even good managers can slip and unintentionally discriminate among employees. Are employees complaining about the perfect, five-star rating one employee received on his review when no one else did? Regardless, this is a huge area for potential liability, and a strong handbook can be a good defense if charges are filed against your company. Make yours aware of your policies and provide supervisory and leadership training on nondiscrimination. You can use your employee handbook to remind them about employee benefits, including general information and vacation time.
Keep things simple and high-level, however. There are no absolutes in business, and a change in circumstances, benefits or policies will mean you need to update your employee handbook. For instance, you might want to outline your benefit and compensation philosophy without naming specific carriers or plan options.
You can also outline how often employees will receive performance reviews without mentioning specific pay increases.
Be careful about the details you include. Provide the basic terms of employment and what employees can expect if and when they terminate, including:. Be sure your employees understand everything in your employee handbook, and require that they sign an acknowledgment of that understanding. Make two copies. Your employee handbook is a manual of information that your employees need to function within your organization. A good handbook will:. For instance, a manufacturing firm may not have a critical need for a communications policy.
Likewise, if you have employees who travel for business, address the issues surrounding that, e. In addition to policies, your employee handbook should include information about who to contact should an employee need to report policy violations. Expect to update your handbook every one to two years. Be sure you include key state and federal policies, and realize that new laws and regulations mean revisions to your handbook to remain compliant.
Try to keep your handbook to a maximum of 30 to 40 pages, if possible. Learn how Insperity can help your business. This field is for validation purposes and should be left unchanged.
Discover how we can improve your business. Home Blog Employee handbook: 6 must-have policies for your manual. Subscribe When you are ready to subscribe click here. Sign in with Sign in with. Think again. Here are six areas that can help you kick-start a strong employee handbook. Nondiscrimination policy This is a must for any strong employee handbook.
New hire and separation policy Provide the basic terms of employment and what employees can expect if and when they terminate, including: Eligibility for benefits — is there a waiting period? How long? Frequency of pay periods — weekly, bi-weekly, monthly?
Transfers and relocation — if employees quit or move, how much notice do you require? Do you provide relocation assistance for employees who transfer to another office within the company? September 30, What your employee handbook should say about workers' compensation. Consider including these points in your policy: Employees must report work injuries right away. Be sure supervisors know the importance of prompt reporting, and to pass along any reports of injury to your claims coordinator as soon as they hear about them.
Employees will be brought back to work as soon as they are medically able. Even if an injured employee can't return to his or her regular job right away, providing transitional work as soon as possible reduces your claim costs and increases the likelihood that the employee will recover smoothly. Fraud is not tolerated. Workers' compensation fraud is punishable under state law.
Let employees know that you and SFM have zero tolerance for fraud and actively pursue offenders.
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