Often, the first assignment I have with a new client results from a request to develop an employee handbook or update the existing Human Resource policy manual. Most business owners know they should have important guidelines or policies written down for employees to follow but they never seem to get around to completing the task. It's too late to think about writing a policy once you have an employee complaint or legal action. When the handbook is completed, most clients wonder how they ever got along without one.

There is no "right" format to follow when developing an employee handbook but there are definitely some policies that should be included in every handbook. Whether your organization is large or small, I recommend that your handbook have at least four separate sections: Employment Policies, Workplace policies, Employee Conduct and Employee Benefits.

Employment Policies: include the Company's policies on equal employment, harassment, immigration compliance, drug use/substance abuse, company ethics, employment at will, etc.

Workplace Policies: include those policies that affect employees on the job such as: smoking, parking, use of company equipment including telephones, cell phones, computers, company data, hours of work, snow days, overtime, safety, fire safety & emergency evacuation, dress code, mileage reimbursement, employee conduct, etc. This section is typically customized for each specific company. Some companies like everything spelled out clearly in a policy.

Management Systems: This section includes policies that describe company management systems, including; attendance, performance management and appraisals, compensation, promotion, grievances, disciplinary actions, etc.

Employee Benefits: This section describes your benefits plans such as: personal time off/vacation policy, leave of absence, holidays, health, dental and medical policies, 401K/retirement plans, profit sharing, insurance and disability plans, education assistance/tuition reimbursement plans, bereavement/jury duty policies, pre tax plans, etc. Please note, this section is a brief description and does not take the place of your SPDs.

For help with recruiting for your organization or to discuss any other Human Resource issue, call or email Steve Bartlett at Bartlett Associates.