Don't Forget To Add These Sections To An Employee Handbook
A handbook is an important part of a large organization. You will want to have your handbook reviewed by an employment legal representative to make sure that it contains policies that will protect your company. There are several policies you should consider adding to your handbook.
State-Specific Policies
Make sure that the handbook includes any policies that are required by your state. For example, some states mandate that anti-harassment training be a part of a workplace handbook. Speak with an employment law representative to make sure you're complying with all state mandates.
Code of Conduct
Each workplace should have a code of conduct. This will clearly describe the dress code and grooming standards as well as attendance requirements. Employees will be instructed on workplace safety standards. There should be a clear code of ethics.
Clarification That the Handbook is Not a Contract
Depending on the state you are in, you may need to follow your employee handbook as if it is a contract. You will only be able to breach the handbook, as a contract, if you explicitly state that the handbook is not a contract.
Accommodations
According to state law, there are often accommodations that a business needs to make. For example, some states require that a business provide safety accommodations for someone who is being stalked. New laws are being passed regularly in every state that might affect your handbook. Therefore, you will want your handbook to be regularly reviewed by an employment law representative.
Communications Policy
You may provide your employees with tools such as a laptop or mobile device. You will want to clarify how these tools can be used. For example, you might not want these devices to be used for personal reasons. You also might not want personal information stored on the device, such as photos. Employees need to know that they're acting as representatives of the company when using an official device.
Nondiscrimination Policy
All employee handbooks should have a strong nondiscrimination policy. This should include all of the characteristics by which the company will not discriminate against its employees ever. Because discrimination is a common reason for an employee to sue a company, it's important that your nondiscrimination policy is reviewed by a lawyer.
An employee handbook should never be overlooked. If you're not certain if your handbook contains everything that is required in your state, make sure to contact an employment law representative to look over your handbook and any other legal documents.
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