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:
-
Ambiguity – Polices that imply that if
an employee completes the introductory work period (i.e. probation) they are
less vulnerable to termination.
-
Permanent – Referring to the term
permanent employee in the handbook.
-
Disclaimers – The absence of disclaimers
about employment-at-will status. Disclaimers buried or hidden in the
appendix.
-
Verbal – A verbal promise from a
superior that the employee will be employed indefinitely.
-
Progressive discipline – A list
of disciplinary actions that may be interpreted as requiring that all steps
must be followed prior to termination.
-
Social Media – Absence of Social
Media policies that protect you if an employee shares confidential
information online.
-
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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