Yesterday’s Advisor was all about getting your policies ready to be "Exhibit A" in court. Today, why that’s just part of the job, and an introduction to a unique program that will help you with all 50 or so of the HR policies that need regular updating.
[Go here for Tips 1 and 2]
Tip 3: Train Supervisors and Employees
Of course, perfect policies are only half the battle—supervisors and employees must not only know what the company’s policies are, but they must also understand the reasons behind them. Without this understanding, they cannot effectively enforce and follow the policies.
Simply passing out policy manuals and suggesting that supervisors and employees read them isn’t going to get the job done. Training is necessary, particularly if you have added new staff, changed any policies, or modified policies or procedures.
Tip 4: Coordinate Your Policy Manual with Other Manuals
Most companies have at least two types of policy manuals: one aimed at supervisors and managers and the other aimed at employees, usually called the “employee handbook.”
In addition, there may be a number of supplementary publications in the form of booklets or brochures describing the company’s programs in such areas as employee benefits, tuition aid, health and medical services, etc.
The important thing is to keep all policy-related publications current and in conformance with each other. A policy in one publication that is contradicted by a policy in another publication won’t count for much in court.
There must be a single, up-to-date, authoritative source of guidance and information to which managers and supervisors can turn.
350 HR policies—prewritten for you and ready to customize or use as is—in BLR’s SmartPolicies. Click here to examine it at no cost or risk.
Tip 5: Keep Your Manual Up to Date
The work of policy management never really ends. In most companies a group of employees meets regularly to review changes in the law, government regulations, management philosophy, and employee benefits.
Remember that while an organization can change its policies at any time, those changes should be announced before—and not after—the fact and introduced to all employees, supervisors, and managers.
Also, keep in mind that some states require employers to provide employees with consideration (something of value beyond continued employment) if they reduce or eliminate a promised benefit (e.g., vacation).
How about your policies? Ready to be “Exhibit A” in court? Our editors estimate that there are 50 or so policies that need regular updating (or may need to be written.) It’s easy to let this slide, but you can’t afford to back-burner work on your policies—they’re your only hope for consistent and compliant management that avoids lawsuits.
Fortunately, BLR’s editors have done most of the work for you in their extraordinary program called SmartPolicies.
Don’t write that policy! We’ve already done it for you, for less than $1 each. Inspect BLR’s SmartPolicies at no cost or risk.
SmartPolicies’ expert authors have already worked through the critical issues on some 100 policy topics and have prewritten the policies for you.
In all, SmartPolicies contains some 350 policies, arranged alphabetically from Absenteeism and Blogging to Cell Phone Safety, EEO, Voice Mail, and Workers’ Compensation. What’s more, the CD format makes these policies easily customizable. Just add your company specifics or use as is.
Just as important, as regulations and court decisions clarify your responsibilities on workplace issues, the policies are updated—or new ones are added—as needed, every quarter, as a standard part of the program.
SmartPolicies is available to HR Daily Advisor subscribers on a 30-day evaluation basis at no cost or risk … not even for return postage. If you’d like to have a look at it, let us know, and we’ll be happy to arrange it.