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Planning to hire in 2018? Lock into 2016 Recruiting Rates by August 31 and save 20%!
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Employee Handbook Do's and Don'ts
While planning and developing your employee handbook, there are certain things to consider.
Include employment policies: Employee handbooks should contain policies that outline general expectations, responsibilities, guidelines, and benefits. Use language to incorporate most situations while allowing you to have options to determine action on a case-by-case basis (i.e., “Failure to follow may result in disciplinary action, up to and including termination”).
Do not include procedures: Procedure manuals should contain step-by-step instructions as to how to perform a task or handle a situation. For example, a discipline policy explains the general types of discipline while a discipline procedure will include what form to be used, how to complete that form, how and where to hold conversations, what to do if an employee reacts negatively, etc.
Include an acknowledgment form: Make sure the employee signs off on a document acknowledging:
- his/ her receipt of the handbook and understanding he /she is to follow the policies
- that the handbook does not create an employment contract
- that policies are guidelines and are not all-inclusive
- all policies (except employment-at-will, if applicable) can be changed, amended, or removed at any time and that the employee is expected to follow those amended policies
File the original signed acknowledgement form in the employee’s file and give the employee a copy to keep.
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Do not include other acknowledgment forms or agreements: Keep other agreements (such as arbitration, confidentiality, and non-solicitation agreements) out of the handbook to reduce the chance the handbook could be construed as a contract. While you should include general language regarding these areas of conduct expectations and possible repercussions in the handbook, keep the actual legal documents separate.
Include policies covering important conditions of employment: Employee handbooks should include the expectations of the company for the employee and vice versa. Company requirements usually include attendance, behavior, conduct, personal appearance, and safety. Employee expectations usually include pay procedures, time off, leaves of absence, and insurance benefits.
Do not include policies for and/or give the handbook to independent contractors: While certain policies may also apply to independent contractors (such as non-harassment / sexual harassment, non-discrimination, and non-retaliation), most policies are not applicable to contractors. Policies such as benefits, time off, work schedules, and time-tracking are parameters that companies, by definition, cannot dictate for contractors.
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That Affinity HR Group is an endorsed HR provider for more than a dozen national trade associations? And that we can help you recruit for your next rock star employee for a fraction of the price of a typical recruiter?
"Affinity HR Group helps us hire the right people for our fast growing organization. We have a great working relationship with the Affinity HR team. It’s a true partnership."
Leslie O’Bryan, ERPA
Chief Operating Officer |
Benefits Administrators
And Affinity can ensure your HR practices & policies are compliant and costs a fraction of the price of other national providers, such as Paychex & ADP.
"We have Affinity HR Group on a monthly retainer. They back-stop our HR team and have enabled us to delay hiring a senior HR professional. They are always responsive and helpful. We would recommend them to other building service contractors."
Michael Diamond, CBSE
Managing Partner | Affineco
We know your space!
Call us today!
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Ask a Recruiting Specialist!
Are you planning to hire in 2018? Sign a recruiting agreement by August 31 to lock into 2016 recruiting rates and save 20%!
Contact Lisa Ritchie, VP of Recruiting and Talent Selection, today!
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The Monday HR Minute, brought to you by Affinity HR Group, is designed to provide you with practical, applicable human resources and management advice and information in a format that will take you 60 seconds or less to read. We believe that by dedicating just one minute a week to thinking about people management practices, business owners and managers can make enormous strides in improving workplace performance. |
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Affinity HR Group is a full service human resources consulting firm that specializes in advising small and medium-sized enterprises. Our services include recruiting and selection, HR policies and compliance, ad hoc HR support, compensation and performance management, and training and development. We are an endorsed HR partner of a number of leading national trade associations and offer free initial consultations and discounted services to their member companies.
Email us at contact@affinityhrgroup.com or call 877-660-6400.
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