Employee Handbooks
May 26, 2005 9:34 AM Subscribe
What is the best way to go about creating an employee handbook? Are there any good resources out there (guides, templates, software, etc.)?
It depends on the working environment. I'm sure that there are guides and templates, and any employee handbook you've ever seen before would be a good start.
However, you have to consider what an employee handbook is: a set of rules for workplace conduct. Anything not explicitly covered is liable to be allowed within reason, so some companies cover everything in mind-numbing detail. Holidays, dress code, outside employment, drug/alcohol policy, vacation policy, et cetera. Some places have committees that work on these things, and I'm guessing that for a large firm, the handbook is liable to be quite thick.
The last few places I've worked, I was required to sign a form stating that I'd read the handbook when I was going through the induction process. If the handbook was ever revised, I got a new copy and a new form to sign.
If I had to create a handbook from scratch, I'd try very hard to anticipate all possible grey areas. It's management's job to have a policy in place for everything where possible, and not having a policy prepared (or at least some kind of guideline to the correct response) is a sign of weakness and disorganization.
Good luck!
On preview: I second Sheppagus. Talk to a lawyer who specializes in workplace relations in your state.
posted by staresbynight at 9:42 AM on May 26, 2005
However, you have to consider what an employee handbook is: a set of rules for workplace conduct. Anything not explicitly covered is liable to be allowed within reason, so some companies cover everything in mind-numbing detail. Holidays, dress code, outside employment, drug/alcohol policy, vacation policy, et cetera. Some places have committees that work on these things, and I'm guessing that for a large firm, the handbook is liable to be quite thick.
The last few places I've worked, I was required to sign a form stating that I'd read the handbook when I was going through the induction process. If the handbook was ever revised, I got a new copy and a new form to sign.
If I had to create a handbook from scratch, I'd try very hard to anticipate all possible grey areas. It's management's job to have a policy in place for everything where possible, and not having a policy prepared (or at least some kind of guideline to the correct response) is a sign of weakness and disorganization.
Good luck!
On preview: I second Sheppagus. Talk to a lawyer who specializes in workplace relations in your state.
posted by staresbynight at 9:42 AM on May 26, 2005
Necessitas e-mail me privately and I'll see if I can help you out. Thanks.
posted by pomegranate at 9:42 AM on May 26, 2005
posted by pomegranate at 9:42 AM on May 26, 2005
Hey, pom, that's what I was going to say! The company I work for does some strategy stuff like this :)
myusername @ gmail.com , btw.
posted by dirtynumbangelboy at 9:50 AM on May 26, 2005
myusername @ gmail.com , btw.
posted by dirtynumbangelboy at 9:50 AM on May 26, 2005
The California Chamber of Commerce produces software for the creation of semi-custom employee handbooks. I'm sure it reflects specifically-Californian labor laws, but if you're from the Golden State, it may be just the ticket.
If you're from some other large state, there may be an analogous offering from your local chamber.
posted by curtm at 11:08 AM on May 26, 2005
If you're from some other large state, there may be an analogous offering from your local chamber.
posted by curtm at 11:08 AM on May 26, 2005
If you need computer specific policies to add to the handbook then the ones you can get at compupol are very well written and affordable. I've used them for many of my clients.
posted by white_devil at 11:26 AM on May 26, 2005
posted by white_devil at 11:26 AM on May 26, 2005
I do not think a lawyer is necessary, nor is any specialized service. Just google for "employee handbook" and look at the results. Copy and paste the parts you like, edit the parts you don't. Pretty much you just need to setup the rules and expectations.
1) Dude, you cannot show up to work drunk or high, you will be sent home for the day and get in trouble.
2) Sexual harrasment is not acceptable, you will get in trouble.
3) No surfing porn on the computers, even those laptops you take home or you'll get in trouble.
4) "getting in trouble" means a warning for the first offense, then termination on the second offence if it is within 6 months of the first offence.
5) we can change these rules whenever we want but we'll notify you if we do.
Make sure everything is fair, and legal. If a few months down the road you realize you made a rule that doesn't actually work or is fair, just update the handbook.
posted by pwb503 at 12:20 PM on May 26, 2005
1) Dude, you cannot show up to work drunk or high, you will be sent home for the day and get in trouble.
2) Sexual harrasment is not acceptable, you will get in trouble.
3) No surfing porn on the computers, even those laptops you take home or you'll get in trouble.
4) "getting in trouble" means a warning for the first offense, then termination on the second offence if it is within 6 months of the first offence.
5) we can change these rules whenever we want but we'll notify you if we do.
Make sure everything is fair, and legal. If a few months down the road you realize you made a rule that doesn't actually work or is fair, just update the handbook.
posted by pwb503 at 12:20 PM on May 26, 2005
I am a (soon to be) lawyer who specializes in labor and employment law. I cannot stress enough that you should consult with someone who knows the law in your state!
Employee handbooks can be upheld as implicit employment contracts. Therefore, if you don't follow the hiring, firing and disciplinary procedures that you set out in the handbook, you can later be sued. While this might not seem like a big deal now, you never know what creative argument a lawyer representing a disgruntled employee may be able to come up with.
A lot of what pwb503 said is correct. Most importantly, you must reserve the right to change the terms of the handbook at any point, with notice given to the employees. Otherwise, the existing terms of the handbook will stand for all employees who were hired prior to the changes.
posted by elquien at 4:04 PM on May 26, 2005
Employee handbooks can be upheld as implicit employment contracts. Therefore, if you don't follow the hiring, firing and disciplinary procedures that you set out in the handbook, you can later be sued. While this might not seem like a big deal now, you never know what creative argument a lawyer representing a disgruntled employee may be able to come up with.
A lot of what pwb503 said is correct. Most importantly, you must reserve the right to change the terms of the handbook at any point, with notice given to the employees. Otherwise, the existing terms of the handbook will stand for all employees who were hired prior to the changes.
posted by elquien at 4:04 PM on May 26, 2005
This thread is closed to new comments.
posted by Sheppagus at 9:39 AM on May 26, 2005