August 2014 Newsletter
The Dos and Don'ts to Employee Handbooks
Employee handbooks can be a great way to build, and set in stone, your company’s culture. They can also give your company some legal protection if an employee ever challenges you in court. While a company’s handbook is a great tool, it can also be used against you. To help make sure your handbook is up to par we have developed a short list of “dos and don’ts” for you.
• Make sure every employee is given a copy of the handbook and signs the acknowledgment form.
• Keep your handbook up to date and notify employees of any changes.
• Write in a clear and concise style.
• Use language that could imply the handbook is a contract! This is the only way your handbook can hurt you.
• Make any promises in the handbook such as “You will receive…” or “You will have a job as long as…”
• Use the terms “cause” or “just cause” relating to termination.
Your handbook should be a tool that you use to communicate your expectations to employees. When you start promising things to employees in a handbook that could become legally binding on you that is when you may find yourself in trouble. However, a well-written handbook can only help your company. If you have any questions about language in your handbook we would be glad to look it over for you.
Human Resource Solutions will be glad to answer any questions you may have regarding this, or any other, employment issue you are having. Contact Us!