Every business should have an employee handbook. When creating one, business owners should consider a number of things. What is your culture? If your company culture is one of catching people doing things right, the wording of those policies should reflect what they can do and de-emphasize punitive action.
An employee handbook should never read like an employment contract. Words like “we may” imply that you can change policy. Make sure your handbook states you may and can amend at any time.
Employment laws vary based on the number of employees. Make sure you check your local and state laws as well as federal statutes. Some industries such as federal contractors have more rigid regulations.
Safety
OSHA is the government agency that oversees employee safety. There are different guidelines for different industries and those with safety sensitive positions. If you have questions, contact a local safety and compliance company . Also, your general liability insurance agent may be able to help you.
Attendance
Attendance is one area that gets employers in trouble. When supervisors have different attendance and punctuality policies than the overall company, unfair treatment complaints lead to discrimination lawsuits.
Paid Time Off
Many companies have moved to a Paid Time Off (PTO) instead of vacation, sick time,etc. When creating a PTO policy, consider the scheduling implications if employee have the ability to take one day at a time. Putting deadlines on when requests for PTO are to be submitted helps manage daily staffing levels.
Benefits
Benefits are a tool to attract the very best people. There are some benefits such as FMLA that only apply to employers with more than 50 employees. Consult with a benefits provider and review the state and federal requirements for guidance.
Voluntary Benefits
Individual employees value different things. Some want family time while others are motivated by money and status. Still others want developmental opportunities and continuing education. Base the benefits on what your employee value most.
If you are unsure how to write an employee manual, there are many resources, such as independent HR professionals, your payroll company, and your attorney. No matter who writes your employee manual, it may be a good idea to have your attorney review it for issues. It is much less expensive to have them review it than to write the entire document.