Your policies need to be up-to-date and legally sound, but there’s more to it than that. Today, 3 tips for handbook success.
Tip #1: Train Supervisors and Employees
Regardless of how good your policies are, your supervisors and employees must 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 your procedures.
Tip #2: 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.
101 customizable employee handbook policies at your fingertips —specifically for California employers!&mbsp;
Tip #3: 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.
How’s Your Employee Handbook Looking These Days?
Whatever shape your employee handbook’s in, it could probably be better. More comprehensive. More clear. More helpful for communicating your rules and expectations clearly and keeping you out of a lawsuit.
An incomplete or incorrect handbook is more than just a nuisance. If it’s not drafted correctly, your handbook can actually lead you down the very path you’re hoping to avoid: The one that leads to the local courthouse.
Our brand-new HR Management & Compliance Report, the California Employee Handbook Template, includes 101 vital policies—written specifically for employers in California—including:
- At-Will Employment
- Employee Classifications
- Social Media Code of Conduct
- Right to Observe Employees
- Voice Mail, Email, Electronic and Computer Files, and Usage
- Appearance and Courtesy; Uniforms
- Equal Employment Opportunity
- Harassment Prohibited
- Retaliation Prohibited
- Bullying Prohibited
- Accommodation of Disabilities
- Zero Tolerance for Drugs or Alcohol in the Workplace
- Terminations
- Final Pay
- Progressive Discipline
- Rest Periods
- Meal Periods
- Overtime Pay, Authorization, and Mandatory Overtime
- Payroll Deductions
- Travel Time Pay
- Bereavement Leave
- COBRA Coverage for Health Insurance
- And 79 more!
Click here for a full Table of Contents.
All of the policies are fully editable and customizable—when you order, you’ll get a link to editable Word versions of all 101 policies.
All of the policies in the California Employee Handbook Template.
have been drafted by an experienced California employment lawyer. Plus, we’ve provided practical information for every single policy on:
- Which employers the policy applies to
- Which employees the policy applies to
- Whether the policy is required or optional
- Special considerations
It’s like having a California employment lawyer on call, working on your handbook 24/7, at a fraction of the cost!
Best of all, we’ll send you a brand-new edition each year so that you always have the most up-to-date policies available. Don’t delay—order today and get your handbook up to date once and for all.