Bullet-proof Your Employee Handbook Pdf
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Employee Handbook
An can be the foundation of and a shield against lawsuits, or it can be a ticking time bomb that confuses employees and strips away your legal defenses. It all depends on how well it’s written and put to use.Companies face many hazards if they try to whip up handbooks on the fly. Too often, handbooks are inconsistent with the way business is actually conducted, or they mistakenly imply that workers have certain rights.Example: poorly written policies that suggest an employee will be fired only for good cause. Such language can erase a worker’s “at will” status and the employer’s right to fire him for any reason.Even a statement about an initial “probationary period” can suggest that workers are virtually guaranteed continued employment after a certain period of time.Here are some additional considerations as you write or review your company’s handbook:Don’t let it collect dustRegularly update your handbook to incorporate changes in law and your company policies.
To make it easier on yourself, don’t include details that are likely to change frequently. Make sure all sections are consistent with other company documents.When you do update the handbook, make sure everyone knows which version is in force. Collect and destroy old handbooks.
Also, include a conspicuous disclaimer that you reserve the right to make changes in the future.You may want to include disclaimers in several places, specifying, for example, that you reserve the right to change benefits or bypass.Note, however, that courts take a dim view of unilateral changes in the terms of employment. You may need to provide some type of “consideration” to workers when making such changes, such as additional pay or benefits. In some instances, continued employment may be enough consideration.Another possible benefit of updating: lower rates for employment practices liability insurance.Keep it simpleYour handbook shouldn’t be a legalistic tome with detailed instructions to managers and complex benefit specifications.
Keep it simple, in plain English.Still, it’s important to have an attorney review the document. A poorly worded can create contract obligations.What policies should you include?
Bullet-Proof Your Employee Handbook Business Management Daily on Amazon.com.FREE. shipping on qualifying offers. Is your employee handbook an open invitation to sue you? With Bullet-Proof Your Employee Handbook you'll fix the 10 disastrous mistakes found in almost every employee handbook and protect your organization against today's newest trends in litigation. A Bullet Proof Manager training session is a monthly business workshop where leaders grow their skills, exchange ideas and share what’s working now. In British Columbia over 150 companies from all industries have benefited from our program. Participants can join the Bullet Proof Manager course at. Stop wondering about how you might be vulnerable – order Bullet-Proof Your Employee Handbook today. Employee Handbooks: Required Changes and the Most Common Mistakes. Your employee handbook can be an invaluable organizational tool or an employment lawsuit waiting to happen. And if it’s more than six months old, it’s out of date.
Target Employee Handbook Pdf
Basics should include policies and rules on sexual harassment, equal employment opportunity, meal/break periods, overtime, pay periods, discipline, holidays, vacations, paid sick leave, grievances, ethics, email/phone use, dress code, safety and substance abuse.Be wary of providing too many specifics on each policy. You can box yourself in. Trying to detail the consequences of every possible infraction makes it too easy for an attorney to later show how your company was inconsistent.To cite a recent example, a federal court reinstated a UPS worker who had been fired for swearing at a supervisor. The court said that swearing was not listed as one of the seven reasons for immediate in UPS’ employee manual.Also, don’t let the handbook grow too large. A 300-page book is unlikely to be read. Handbooks: 10 most common mistakes.