Employee Handbooks

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Tips & Advice to help you make your decision on Employee Handbooks

Every company has a certain way of doing things, and all employees must comply or they are disciplined. However, the type of discipline they receive depends on what exactly the worker has done wrong. For example, in most employee handbooks, it states that workers are not to show up for work intoxicated or on drugs. This can be grounds for a dismissal, although some companies will allow one warning first. Most companies, however, do require the employees to sign a contract stating they have read and that they agree with the rules and regulations that are found in the employee handbooks.

This is how the companies are able to enforce those rules and regulations. Without the employees signing off on the handbook's distribution, the company itself would fall into shambles. If you want more information about the different types of employee rules and regulations that are found I the handbooks, or if you want help creating a handbook for your company then you have come to the right place because Business.com offers a wealth of valuable resources to help you. Click the links on the left to find the information you need about writing a handbook today and your employees will thank you for it tomorrow.

Creating an Employee Manual

When your business is small, making sure workers know all the policies, processes and rules is easy. But as your company grows, you need to put your operational procedures in writing. An employee manual effectively accomplishes this by informing your workers what is expected, and also ensures that your business complies with state and federal employment laws. You can include information about the company and its history to give your workers a sense of company pride. Here are some things you need to consider in developing an effective manual for your workers:

Decide on the contents
Find an expert to actually create the manual or if you have the resources, create it in-house
Review it for accuracy and legality

Decide what the manual should cover

At the very least, you need to spell out your policies regarding hiring, firing, workplace decorum, company benefits, employee privacy and performance appraisal system. No manual can ever be totally comprehensive; individual worker needs will undoubtedly produce circumstances that aren't in your guide. You can, however, create a handbook that covers the situations that will affect most of your employees.
Try: TemplateZone.com offers a list of the types of points a manual should cover and supplies small business software for employee handbook creation. Personnel Policy Service, Inc. helps businesses create employee manuals with sound policies.

Outsource the publication

If you're not an expert in labor law, human resources or employee relations, you might want to hire a specialist. Many companies provide a combination of payroll, benefits, regulatory compliance and employee training services.
Try: CheckPoint HR offers comprehensive packages, as does AdminStrategies, or use Business.com's directory of HR outsourcing firms.

Do it yourself with computer software

If hiring an outside firm is beyond your budget, check into the various computer template programs that will guide you in creating an employee handbook.
Try: TemplateZone, WriteExpress and JIAN all offer such programs for around $100.

Get a legal opinion

Whichever option you choose to create your employee manual, make sure the final product is reviewed and approved by your company attorneys. You want to ensure that your handbook's language does not create a de facto employment contract that could make it difficult for you to fire workers. Courts have ruled in favor of terminated employees who have proved that they relied on their company handbook and its assurances.
Try: Consult with a law firm that specializes in labor law; search for labor or employment attorneys in your area at FindLaw or Lawyers.com.

A manual is not set in stone. Policy adjustments can and should be made as your company's situation changes.
Whenever you make any changes, be sure to again run them by your attorney.
Save printing costs by putting your employee manual on your company's intranet or making it available at your Web site, with secure company/employee-only access protections.
Periodically remind your workers to refer to the manual.
Make sure you get a signed employee acknowledgement of receipt of the handbook. The worker does not have to attest to reading it, but that he/she received it.