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7 Signs You Need an Employee Handbook

Wouldn’t it be nice if you could write your employee handbook once and then move onto the next document? The problem is that we need to update our employee handbooks to keep in line with new technologies, changes in workforce practices and legislation.

Maybe it’s been a while since you updated your employee handbooks. If so, here are seven signs you need to take it and update a few sections.

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Consider these seven common Employee Handbook mistakes:

  1. Ambiguity – Polices that imply that if an employee completes the introductory work period (i.e. probation) they are less vulnerable to termination.

  2. Permanent – Referring to the term permanent employee in the handbook.

  3. Disclaimers – The absence of disclaimers about employment-at-will status. Disclaimers buried or hidden in the appendix.

  4. Verbal – A verbal promise from a superior that the employee will be employed indefinitely.

  5. Progressive discipline – A list of disciplinary actions that may be interpreted as requiring that all steps must be followed prior to termination.

  6. Social Media – Absence of Social Media policies that protect you if an employee shares confidential information online.

  7. Mobile Workforces – Absence of policies that describe how mobile workers must interact with remote customers, represent the company, and protect your intellectual properties.

Remember, your employee handbook is there to help employees understand your core values. It should define what is expected of all new hire, so there are no ‘assumptions’ on what an employee may or may not do.

 


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