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07-13-2009, 05:52 PM | #1 (permalink) |
Team TanTalk Join Date: Aug 12 2004 Location: ITA 2004-2013 / ASA 2013
Posts: 3,444
Rep Power: 30 | Employee Handbook Info Employee Handbooks: Some Important Considerations July 12, 2009 It can be a daunting task to know what should be included in an employee handbook or company manual. There are so many things that need to be said that often aren’t and also, many things that don’t need to be said that often are. So how do you know what information, and how much of it, should make the cut? Well there are a couple of things to consider. The first of which is that there is a legal component that dictates certain policies must be in place. But these can vary by state and apply (or not). Other laws are federal and apply to everyone, but vary based on the size of the company. The Family Medical Leave Act (FMLA) is a good example of this. And still others apply by industry, such as certain safety standard laws. So before putting anything down “in stone,” check the requirements that apply to your business type and company size, in your state. Then after you get the legal technicalities out of the way, there should be elements included that apply specifically to your company. These are the organizational components that help define, and then shape the behaviors within your business. Third, there are informational components - like benefits - that don’t fall (necessarily) into either of the above categories, but that employees need to know about nonetheless. And finally, on a less tangible note, it is important to try to write policies in a tone that reflects your brand. I can’t tell you how many times I’ve seen wonderfully forward, friendly, flexible companies hand over a manual that not only didn’t represent the heart of the company - at all - but that was outright offensive and off-putting to employees. When that happens, it’s usually because lawyers have written it, and writers haven’t. The end result is often a combative and adversarial document that reads like a contract and starts the whole employment relationship off with an “us against them,” attitude before it even has a chance to get started. My advice is to get the laws down correctly and then have someone who both understands the company and who does not write in legalese prepare the manual in the “right" voice. So below, I’ve outlined a basic template of headings that can help you start thinking about the best policies, practices and procedures for your organization. It is by no means an exhaustive list, but rather a high-level guide to serve as a compass. Keep in mind that the order in which you place them is up to you and should be arranged to flow in a way that makes sense for your company. Set up: This is just some basic introductory information to set the mood and welcome employees into your company.
Posted by Donna Flagg on July 12, 2009 | Comments (1) http://www.expertbusinesssource.com/...900046590.html |
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