Creating an Effective Employee Manual Post 1

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Tired of arguing about your company policies? If you are spending too much of your valuable time settling employee problems — YOU need an employee manual! Experts agree that a carefully written handbook for your employees can improve morale, prevent disagreements, and even keep you out of court. But what makes up a good employee manual? In this article, we will share an overview of what should be included in a good employee manual and how implement and manage an employee manual for your company.
Sections that should be included in any employee manual should included the following:
Employment Status & Records
Employee Benefits Program
Work Condition and Hours
Leave of Absence
Employee Conduct and Disciplinary Action

Your company may have a need for additional sections but the ones listed above should cover most if not all aspects of your business.

Deciding Which Policies to Include
Although all the policies are important, some are particularly significant for legal reasons. You should carefully consider which policies are legally required and reasons you may want to include or exclude the policy from your handbook. Even if you think you may not want to include a certain policy in your handbook, I strongly recommended that you consider all important areas when choosing each policy.
Because of their legal implications, I recommend you carefully consider each of the topic areas below.
Equal Opportunity
Right to Revise
Sexual and Other Unlawful Harassment
Leave Policies
Disciplinary Action and Termination
Payroll Practices
Inspections and Monitoring

Policy Review Process
Once you start creating policies, consider the following steps as part of the review.

Review for Consistent Tone and Style: The policies you create should be written with a consistency of style and appropriate references to important terms and concepts. If you edit them, review them carefully to ensure that they maintain that same style and terminology.

Internal Review: Some organizations establish a formal personnel-policy committee. Others keep the process less formal, but often run policy issues past selected supervisors or managers who are usually the front line for policy communication and enforcement.

Legal Review: I strongly recommend that each policy be reviewed by experienced legal counsel before release to ensure that it complies with the federal, state, and local laws that apply to your type of organization.