Essentials That Should Be Included Into An Employee Handbook

If you’re looking to build a successful business one point that is crucial to making it a success is by creating a positive and trusting relationship between employer and employee. A way to make this relationship work is through creating an employee handbook. This way everyone involved is on the same page and there’s a less likely chance that conflicts will occur. On the other hand, if the employee handbook isn’t well written and points aren’t made clear in the document it can cause many problems. If you’re just in the process of drafting a handbook or you’re looking to amend it, here essential policies that should definitely be included in the document.

A Disclaimer

This helps to define exactly what the handbook is. It’s stating that the handbook is not a contract of employment but rather a document provided by the company to provide guidelines to employees. By including a disclaimer an employee that’s been removed from their role is unable to make a claim that the handbook was a contract of employment and prevent suing.

Anti-Bullying Policy

Workplace bullying can take different forms and can be committed by anyone within the organisation. It involves performing unethical acts towards an employee that may discourage, upset and humiliate them. The forms that bullying can take include name-calling, physical abuse and rumour spreading. There are also many other forms too. It can be detrimental to an employer as it can lead to people leaving, lack of productivity with employees who are victim to it and their own reputation.

Social Network Misuse

By an employee working for a company, they represent you and your brand outside of the workplace too. Social media posts and blogs can escalate easily and so any provocative statements or accusations that an individual makes will be linked to the company they work for also. Therefore, employers should look to put in a policy regarding what can be posted on social networks and what can be detrimental to the business. Just be sure that it doesn’t violate an employee’s rights under the National Labor Relations Act.

Disciplinary Consequences

Disciplinary processes should be put in place so that employees are aware of the actions that will be taken against them if they were to break company rules or have inappropriate behaviour around the workplace. There may be some incidents or situations where it would have to be reviewed based on the circumstance, so make it clear in the document that this can be the case. Also, don’t come across too aggressive with your tone of voice and language as this may appear very hostile to employees who have just started to work there.

By including these policies, you’re less likely to have continuous problems within your business and keep your employees within reasonable boundaries. If you’re unsure how to go about a handbook, you can gain professional advice through an employment lawyer who can provide useful tips and points on how to approach it.

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