Yesterday, we looked at some general principles relating to employee handbooks. Today, some tips to remember as you build yours (and, yes, you definitely do need to have one).
General Tips for Developing a Handbook
Here are a few things to remember as you draft your handbook:
- The employee handbook may be the first document a new employee receives from his employer; therefore, be mindful of the tone in which your handbook is written. Start off with a welcoming letter from the CEO or president rather than jumping right into the “employment-at-will” language.
- Employment policies should be written for their intended audience. Avoid using legal terms, company jargon, or acronyms that may not be understood by newly hired employees.
- Policies should be followed! Don’t just expect your employees to follow company policies―you should follow them as well. If you don’t follow your own written policies, your handbook may become persuasive evidence in future litigation against the company.
- Review your policy manual on a regular basis. Federal regulations change often, and it’s vital that handbooks remain up to date and compliant with the law. Also, it isn’t a bad idea to send out an annual reminder to employees to review the policy manual and ask any questions that arise.
- Have local legal counsel review your employee manual regularly to make sure everything is compliant with federal and state regulations―but don’t let your attorney make any changes that turn your policies into “legalese.”
Bottom Line
Yes, a well-crafted employee handbook is indeed a business necessity. It can be a vital communication link to employees. However, the task of creating a handbook shouldn’t be taken lightly. Be committed to putting in the time necessary to develop your manual, updating it periodically and having it reviewed by experts to make sure it continues to reduce your risk for potential lawsuits.
Now’s the Time to Update Your Handbook—Let Us Help
A comprehensive, updated employee handbook is one of the best ways to lay out your expectations and policies for both managers and employees alike. Fortunately, we’ve got you covered.
Our fully updated HR Management & Compliance Report 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, E-mail, 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—fully updated to reflect the California Supreme Court’s decision in Brinker!
- 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 you always have the most up-to-date policies available. Don’t delay—order today and get all your handbook questions answered once and for all. Learn more here.
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