Employee handbooks can be powerful documents for a company, but only if they are written well. Too many businesses use employee handbooks that are hard to read, outdated or lacking in important details.
The following are essential to a comprehensive handbook:
A page for employees to sign
You can’t make your employees read the handbook, so putting a page for them to sign to say they have read it can cover you. This can be digital, as can the whole handbook. If an employee breaches something mentioned in the handbook, they can’t deny knowing that if you have their signature to say they read and understood it. You should, of course, use other methods to make sure that critical information reaches and is understood by employees. For example, you can make sure that training sessions and notices are displayed around the building.
Your expectations of them and their expectations of you
Employment law gives employees rights and employers obligations. Letting employees know about their rights to things like medical leave and overtime is important. So too is letting them know that you won’t accept certain behaviors, such as drinking at work or turning up late. Disciplinary procedures should also be outlined clearly in case you ever need to use them.
You should also make clear you won’t tolerate harassment and discrimination, and advise how people can report it. This protects you and them.
One thing to remember is that an employee handbook could be used in court against you, as well as against an employee. Getting legal guidance when writing it is, therefore, best.