You have an employee handbook, don’t you? If you don’t, it’s time to create one. Even if you only have two or three staff members.
Remember that an employee handbook is dynamic. It should be a living document that evolves with your company.
Careful employers review it at least yearly. They update it as necessary. If a new workplace law is passed, it’s time to update. As your company grows and changes, it needs regular updates.
Proactive updates prevent troubles. Companies that created a social media policy in 2004 were ahead of the game. Organizations that trained their managers on anti-harassment policies have avoided lawsuits. Frequent handbook review will safeguard you in the case of a DOL audit.
A good employee handbook will:
- Organize and express company policies
- Protect you from compliance violations
- Set expectations for employees, supervisors, executives
- Make onboarding and training faster and more effective
- Help staff members be successful and engaged
- Save time for your Human Resources team
What should an employee handbook contain?
Employee handbooks are getting longer. There are so many things to cover.
Not every company needs each topic listed below. But many organizations leave out important ones. Read through these to make sure you include everything that applies to you.
- Company policies
- Terms of employment
- Payroll deductions
- Business travel
- Conflict of interest
- Code of conduct
- Dress code
- Mobile devices
- Social Media
Pay Extra Attention If Your Company Has Experienced Rapid Growth
Your business is always growing and changing. (Hopefully, for the better!) You may have opened a new location in another state. You may have added new products and services. Flexible scheduling and telecommuting also affect policies.
Every employer is subject to some Fair Labor Standards Act laws. As your company grows, you are subject to more of them. If you’ve just hired your 15th or 20th employee, it’s time to review.
Have you recently hired seasonal or temporary employees? How about independent contractors or telecommuters? You may need policies to cover these new employee types.
Several state laws that govern leave have changed. Make sure your policy helps you comply with labor provisions.
Equal Employment Opportunity
In 2018, many states and cities added or modified EEO laws.
Has your state recently legalized recreational marijuana? It’s time to decide on how you want to manage that in your organization.
Did you know that employer retaliation is the most prevalent allegation in employee disputes? Make sure you outline prohibited behavior in your handbook. Avoid fines, penalties, and lawsuits.
Berndt CPA Human Resources Software
WorkforceHUB from Berndt CPA helps you develop and easily manage your employee handbook. WorkforceHUB is a unified HR portal with employee self-service. It provides the best way for employees to read and agree with your policies. Electronic signature makes it easy for your HR manager to verify receipt and acceptance.
WorkforceHUB is cloud-based. It keeps all of your Human Resources transactions in the cloud. We handle data security, software updates, and customer support. Digital employee handbooks can be developed and updated in WorkforceHUB. Your staff will be able to get to it from their phone. Any time. You won’t need to print anything!
Berndt CPA offers WorkforceHUB, the unified Human Resources portal that makes it easy to optimize the performance of your managers, employees, and business.
WorkforceHUB includes TimeWorksPlus, TimeSimplicity, and TimeWorks Mobile. We’ve just added onboarding, benefits enrollment, performance reviews, and employee engagement! WorkforceHUB is designed for busy employers like you who need to streamline scheduling, automate time and attendance tracking, maintain regulatory compliance, and lessen labor costs.
How much can you save? Check our Berndt CPA ROI Calculator.
We can get you up and running with Workforce Management Suite in minutes. Contact us today to schedule a demo.