Employee Handbooks: Communication Resource in Business Entities

The employee manual can be a valuable means of communication for employers and the workforce. This guidebook helps in providing information and guidance related to an organization’s history, culture, mission, vision, regulations, standards, and benefits.

It comes in a written format and seen as protection for an employer versus any form of inequity or discriminating treatment claims. Moreover, employees can easily access this guide to the company’s practices and regulations. All personnel are required to acknowledge in writing the receipt of this manual.

Even if a business entity decides to outsource its employee handbook development, management still needs to understand the steps in preparing this reference.

Start with an Outline

The outline should include all relevant topics or details which are:

1. Purpose of handbook
2. Information about the company
3. Mission and Vision statement
4. Equal employment opportunity statement
5. Contractual disclaimer

Other topics are left to employer’s discretion in connection with the employee handbook development such as legal directives for federal and state legislation specifically the following:

1. Family and Medical Leave Act (FMLA)
2. Consolidated Omnibus Budget Reconciliation Act (COBRA)
3. Equal Employment Opportunity Commission (EEOC)
4. American with Disabilities Act (ADA)
5. Fair Labor Standards Act (FLSA)
6. Anti-Discrimination Laws

Employers, who fail to communicate these in the employee handbook, can cause confusion and noncompliance with the laws.

Pinpoint Required Policies

There is no law requiring a written employee manual. Nevertheless, there are laws that compel employers to maintain certain written rules or procedures. One is printed policies on harassment in the workplace, discrimination against individuals, workplace health and safety regulations, and leave of absence. In fact, some state and local legislation require maintaining the employee handbook for essential information.

Formulate Guidelines Reflecting Company Values

Some employers set higher standards other than what the law mandates. This can be indicated through the language used and the policies mentioned. For instance, companies that want a safe workplace for the workforce use a wide-ranging definition of health and safety in the workplace compared to what has been defined by federal, state, or local laws.

Include an Acknowledgement Form

All employers must be required to sign (together with the date of receipt) affirming that they take responsibility for reading, understanding, and adhering to all items stated in the handbook. Management needs to explain that this manual is not an employment contract.

Furthermore, management reserves the right to interpret policies and make the necessary changes at any given time. It is recommended that a number of employees are asked about their feedback of the handbook prior to approval, publication, and dissemination.

Winding Up

Employers should come up with plans for training authorized employees like supervisors regarding the correct interpretation and application of policies, distributing the manual to employees, and updating as required.

PCS Prostaff – Certified Solutions Provider

If you want assistance in employee handbook development, don’t hesitate to contact PCS Prostaff.

We have been in the business of providing for different business organizations in California and adjacent states during the last 20 years. As a service provider, it ensures ease of payroll processing as well as systematic management of company payroll.

You can always visit our company website at https://pcsprostaff.com/ to see our competencies and know the services that we offer. Or call us at these numbers 866-671-4344 during business hours to set an appointment with our HR specialists.