5 Employee Handbook Mistakes You Could Be Making

5 Employee Handbook Mistakes You Could Be Making

In today’s day and age of increased liability, it’s more important than ever to ensure that the rules and policies your company has in place are outlined in your employee handbook.

That said, as a staffing agency with 25 years of experience, Peoplelink knows there are some common mistakes employers make in creating their handbooks, which can undermine a handbook’s effectiveness.

So what are they? Here’s a look at 5 of them:

Mistake #1: Writing a Novel, Not a Handbook.

Your employee handbook is meant to serve as a reference and a guide on company policies…that said, it shouldn’t be four inches thick. If it is, no one will ever read it and, as a result, it will be useless. To make it as easy to read as possible, include a table of contents, an index of key terms, and tabbed categories so employees can quickly find and reference information.

Mistake #2: Not Covering Critical Topics. 

There are certain topics that are a must to include in your employee handbook. These include information on what constitutes sexual harassment and discrimination and how to report it, as well as employee rights under laws such as the Family Medical Leave Act (FMLA).

Mistake #3: Not Ensuring All Employees Have a Copy. 

You’ve put plenty of resources into developing your handbook. Don’t let it go to waste by not making sure every employee has a copy of it. In addition, make certain every new employees gets a copy as part of their orientation and that all your existing employees sign off on the fact that they received a copy.

Mistake #4: Not Including a Disclaimer.

Your handbook is a guide, not a contract. That’s why it’s important to note in it that not every possible application of policies and rules are included; it’s simply meant to serve as a general guideline and provide basic information. Also, be sure to let employees know where to direct questions should they have any.

Mistake #5: Not Updating Your Handbook.

Company rules evolve and change, as do state and federal regulations. As a result, it’s important to review your handbook at least once a year to ensure information is up to date.

And if you have questions about creating an employee handbook – or other HR-related concerns, give us a call. As a staffing agency with 25 years of experience, Peoplelink can take some of the hassle out of your staffing and HR function, so you can focus on running your organization. Contact Peoplelink today to learn more.

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