An employee handbook is a compilation of the policies, procedures, working conditions, and behavioral expectations in your business. It should include policy statements that are used to govern the business.
Note that a handbook is not the same as a procedures manual. Instead, it’s an opportunity to create clarity for both employees and management around policies and expectations. Individual departments may have additional specific protocols or procedures, but the primary purpose of an employee handbook is to provide a firm foundation for the overall business.
The handbook gives us the opportunity to focus on the behaviors that we think everyone in the company should demonstrate.
A printed handbook is not necessary. Digital is easier to manage, change and share with employees. You must, however, have documented acknowledgment that every employee has reviewed the handbook and agrees to follow the outlined policies outlined.
Creating an employee handbook, however, is not a one-time process.
A handbook is a living document that must be consistently maintained to ensure it reinforces your business practices and that your policies are up to date with the latest federal, state, and local laws. Using a handbook to provide some legal compliance protection will help to mitigate risks that could lead to legal action later. A handbook that is too `legalistic` is not appropriate either. It should be easy to read and understand or no one will read or understand it.
The real purpose of the employee handbook is to create the kind of company culture needed for the business to thrive. It also helps create an environment where employees feel respected, helping them succeed as well as keeping them engaged and motivated.
Not creating and maintaining an employee handbook is one of the top mistakes made by employers.
This webinar will focus on the essential policies that any handbook must have.
It is not the same as a procedures manual, however, and should not be treated as such. Instead, it’s an opportunity to create clarity for both employees and management around policies and expectations.
A well-written handbook can foster a stronger, more positive company culture, one in which policies are clearly defined and consistently, and uniformly implemented.
Since the handbook is a living document, it must be regularly reviewed and maintained to ensure it reinforces your business practices and that your policies are up to date with the latest federal, state, and local laws. Using a handbook to only focus on compliance fails to provide the important information that your employees really want.
This webinar will review the fundamentals of building an effective employee handbook and will detail the most important policies that should be included based on the latest information from local, state, and federal legislation and regulation.
Note that a handbook is not the same as a procedures manual. Instead, it’s an opportunity to create clarity for both employees and management around policies and expectations. Individual departments may have additional specific protocols or procedures, but the primary purpose of an employee handbook is to provide a firm foundation for the overall business.
The handbook gives us the opportunity to focus on the behaviors that we think everyone in the company should demonstrate.
A printed handbook is not necessary. Digital is easier to manage, change and share with employees. You must, however, have documented acknowledgment that every employee has reviewed the handbook and agrees to follow the outlined policies outlined.
Creating an employee handbook, however, is not a one-time process.
A handbook is a living document that must be consistently maintained to ensure it reinforces your business practices and that your policies are up to date with the latest federal, state, and local laws. Using a handbook to provide some legal compliance protection will help to mitigate risks that could lead to legal action later. A handbook that is too `legalistic` is not appropriate either. It should be easy to read and understand or no one will read or understand it.
The real purpose of the employee handbook is to create the kind of company culture needed for the business to thrive. It also helps create an environment where employees feel respected, helping them succeed as well as keeping them engaged and motivated.
Not creating and maintaining an employee handbook is one of the top mistakes made by employers.
This webinar will focus on the essential policies that any handbook must have.
Why you should Attend
An employee handbook is a compilation of the policies, procedures, working conditions, and behavioral expectations in your business. It should include company-wide policy statements meant to govern the business.It is not the same as a procedures manual, however, and should not be treated as such. Instead, it’s an opportunity to create clarity for both employees and management around policies and expectations.
A well-written handbook can foster a stronger, more positive company culture, one in which policies are clearly defined and consistently, and uniformly implemented.
Since the handbook is a living document, it must be regularly reviewed and maintained to ensure it reinforces your business practices and that your policies are up to date with the latest federal, state, and local laws. Using a handbook to only focus on compliance fails to provide the important information that your employees really want.
This webinar will review the fundamentals of building an effective employee handbook and will detail the most important policies that should be included based on the latest information from local, state, and federal legislation and regulation.
Areas Covered in the Session
- Policies that every handbook should include
- Policies that are specific to different situations:
- Department of Transportation policies
- Federal contractor policies
- Drug testing policies
- Policies that apply to specific states
- Policies for different size companies
Speaker
Greg Chartier is Principal of The Office of Gregory J Chartier, a Human Resources Consulting firm and is a well-known management consultant, educator and speaker and author of the recently published What Law Did You Break Today? His practice is based on the Business Partner Model of Human Resources, which places its’ emphasis on outsourcing, the use of technology to gain efficiencies and the improvement of managerial skills.Who Should Attend
- Anyone who needs to develop and/or change an employee handbook
