Tips for Creating an Effective Employee Handbook

Many employers view the employee handbook as a huge hassle because it takes time and energy to create. In fact, many employers believe that their employees never read the handbook. However, the handbook is a primary way an employer communicates with its employees and it is essential to having a successful business. The employee handbook outlines the company’s policies and procedures that assist in avoiding confusion and misunderstandings. In fact, a carefully written handbook can work to establish loyalty with your employees by creating a structured and consistent work environment.

Although there are a wide range of topics that should be covered in the employee handbook, below are a few general areas to address:

• Mission Statement of the Business. You want your employees to understand the goals and the mission of your business. Clearly stating what your company stands for and hopes to accomplish allows the employee to understand and take some ownership in the business’s future.

• Disclaimer. It is essential that the employee handbook unequivocally state that it is not a contract of employment. This is important because you do not want the employees to argue that the handbook constitutes an employment agreement that has been breached if you terminate the employee. The handbook should clearly detail the at-will nature of the employment relationship.

• Policies. The employee handbook should set forth the company’s policies and procedures regarding discrimination, harassment, types of leave (sick days, vacation time, etc.) and other such topics.

• Methods for resolving disputes. It is inevitable that disputes will occur between an employer and employee, so the handbook should set forth how such disputes will be resolved. For example, the process should include the initial requirement that the employee file an internal grievance with upper management before seeking legal recourse.

• Workplace violence. While a policy prohibiting workplace violence may not prevent it, having a policy is important to put your employees on notice that you do not condone it and that all complaints will be taken seriously. The procedures for how reports of workplace bullying should be made and how complaint investigations will be handled should be set forth in the handbook.

• Social media. Employees will be active on social media websites, so the handbook should address the issues that may arise. For instance, the handbook should set clear restrictions on an employee posting proprietary or private information.

Finally, a handbook should include a mechanism to confirm the employee’s receipt of this information, so none might plead ignorance in the future. The handbook can be emailed to the employee with a return receipt or the employee might sign an acceptance of the policies after being provided sufficient time an opportunity to review the handbook.

Let us help answer your questions and provide you with the advice and guidance you need. Nielsen Law Group has offices in Chandler, Tempe, Gilbert, AZ and Redlands, CA. Our attorneys and professional staff combine their in-depth knowledge of the law with practical and efficient strategies to determine the most effective approach to each client’s unique situation. Contact us today.