Employee Handbooks
Should I or Shouldn't I?
Employers
often wonder whether they should have an employee handbook or not.
Putting together a useful handbook can be a lot of work. However, keep
in mind that there are a number of computer software programs available
to ease the burden and there are consultants for hire to write your
handbook.
One major area of concern is legal issues. Will you be able to keep your handbook
up to date? Will you and your supervisory staff consistently follow your own
policies? Consistency in following your own policies is very important concerning
discrimination and wrongful discharge laws. If you don't follow your own written
policies, you are probably better off not having an employee handbook. However,
keep in mind that even without a handbook, your employees can still file wrongful
discharge and/or human rights complaints if they perceive they are being treated
unfairly and inconsistently.
A well-written handbook can create a positive image for your business and can
be useful as a consistent tool for informing employees about your philosophies,
expectations, policies and procedures. Many times not communicating this information
leads to confusion and hard feelings among your employees.
If you decide to write an employee handbook, seek legal advice before finalizing
your handbook. You don't want a document that will tie your hands or weaken a
court case because of wording. Also be careful of the tone your words create.
Reading a handbook can instill a sense of pride, trust and fairness or it can
instill a sense of suspicion, and threats. Employees who feel they are treated
fairly are more likely to be motivated and loyal. A threatening tone can "undo" any
good you are trying to achieve.
Acknowledgements & Disclaimers
Consider having a conspicuous disclaimer that states your employee handbook
is not intended as a contract nor does it encompass all company policies and
procedures and stating that you reserve the right to make changes. Make sure
employees easily understand the language used in your disclaimer and that it
is prominently displayed in your handbook.
It's also important to get a signed, dated acknowledgement of receipt of handbook
from each employee for your personnel files. This statement should say that
they have received, read and understand the information in the employee handbook.
Download Sample Examples of Disclaimers
and an Acknowledgement
Download Sample Outline of Employee Handbook
