Consider how the world has changed in the past year to determine if any policies are now outdated or if any new procedures need to be added.
Also, employee manuals need to keep up with technological advances.
Rob Wilson, President of Employco USA and employment solutions expert says, “An employee handbook is a great way to communicate your company’s overall plans, practices and policies.
It is likely that many items will need to be edited or removed.” Wilson provides the following tips for creating or updating an employee handbook in 2017: 1.
An employee manual is often reviewed during a new hire’s orientation and then rarely discussed again.
However, if an employee files a claim against your company – for discrimination, harassment, wage and hour violations, unfair labor practices or breach of contract – will your handbook stand up to scrutiny by a federal agency or court? Because employment laws and regulations (and agencies’ and courts’ interpretations of them) are ever-changing, it is important to review and update the policies within employee handbooks regularly, at least every two to three years.
This review process should be a coordinated effort between Human Resources, managers who know what practices are actually in place, and employment counsel.
Changes in social norms may require changes to the employee manual as well.
A clearly-written, well organized handbook lays out the company’s expectations for employees.
• Make clear that employees will not be retaliated against for raising claims of discrimination or harassment?
The CSSA offers members a customizable employee handbook for a small one-time fee.
Create custom, state-specific handbooks for one low price Stay compliant with state and federal policies.