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Employee Handbooks
Larry Hobbs, B.S., M.B.A., SPHR
Personnel policy manuals, typically known as Employee Handbooks,
communicate information about company goals, employment guidelines, pay
policies, benefits, employee responsibilities, work rules, behavior and
discipline, safe practices, and other types of information. Handbooks
contribute to productivity, employee loyalty, and higher morale; while
reducing conflicts, misunderstanding, and mistrust. When an employer
improves relations with its employees --- it also improves relations
with its customers.
A carefully organized and clearly written handbook is essential since
employees are expected to read, understand, and follow it. A
non-professional or poorly worded manual can cause problems. For
instance, it may contain implied promises of employment security,
guarantees of due process, disciplinary conditions that leave no room
for flexibility, contradictions, or information that is no longer
accurate. Many handbooks in use today are a collection of memos and
bulletin board notices from several sources, using different writing
styles, and containing conflicting information; either collected over a
period of the last five or ten years, or hurriedly put together recently
so that some “policy” would be in place.
A useful handbook must be well organized, thorough, accurate,
up-to-date, easy to read, widely distributed, and fully accepted by
every member of the workforce. Employees and supervisors need a fair and
consistent source of information for handling questions and solving
problems. One suggestion is for the handbook to contain an Alphabetical
Index, rather than a Table of Contents because with a Table of Contents
the reader must read the entire list in order to find one topic.
Another good reason for having an employee handbook is because insurance
companies and government agencies, such as the Department of Labor, the
Equal Employment Opportunity Commission, the Texas Commission on Human
Rights, and the Texas Workforce Commission, frequently ask for a copy
during inspections, investigations, or claims for unemployment
compensation. When the employee handbook addresses the issue in
question, the answer is usually apparent, and the case is closed more
quickly.
There are so many new, controversial, and highly emotional topics in
today’s workplace that it is essential to address these issues before a
situational problem arises. Current topics include smoking, concealed
handguns, injuries, disabilities, time off, HIV and AIDS, COBRA, FMLA,
ADA, overtime pay, drug and alcohol testing, discrimination, sexual
harassment, office romance, discipline, confidentiality, waivers,
mandatory arbitration, religious symbols, payroll deductions, background
checks, cell phone and Internet use, wrongful termination lawsuits,
privacy, and paid breaks. Management really should review subjects such
as these, come to a consensus, put them in writing, and let the
employees know about them. They go in the Employee Handbook!
Call Larry on the PERSONNEL MANAGEMENT HOTLINE AT (210) 946-1553 when
answers are needed regarding human resource issues, discipline, safety,
or workers’ compensation. The call and the consultation are free and
confidential.
Ref. Christian Business Chamber of
Commerce |
