10 Common Employee Handbook Mistakes
Aside from not having one at all, these are some of the common employee handbook mistakes:
- Using Form Handbooks - make sure the handbook is applicable to your business! It's not just about copying and pasting from something you found online or borrowed from a previous employer.
- Confusing Policy Manuals with Handbooks - policy manuals are not handbooks. Manual provide step by step procedures for running the business while handbooks are emloyment guidelines for everyone.
- Including a Probationary Period - this can create an implied contract which means can leave you stuck with problem employees.
- Being Too Specific - you don't want to be cut and dried, but you can't be too vague either.
- Inconsistency With Other Documents - make sure all reminders match up with the handbook policy.
- No Disclaimer, or Not Enough in the Right Places - clauses like at will should be mentioned throughout the handbook.
- Sabotaging Disclaimers by What You Do or Say - all managers should understand the handbook and enforce the policies.
- Not Adapting the Handbook for Each State's Laws - Your handbook should apply not only to your specific business, but also to the states in which you do business.
- Failure to Update Frequently for Changing Laws - a handbook is a living document, not a dust collector or a paper weight. Make yearly updates to your policies.
- Being Unrealistic - if something is not working, fix it! Your policies need to reflect how you actually do business.
Contact us today for assistance in creating or updating an employee handbook!
