TOP 10 MISTAKES TO AVOID WHEN PREPARING AN EMPLOYEE HANDBOOK

A poorly written, outdated or inconsistent handbook can hurt your company. More important, not following your company policies, and not having a consistent mechanism for reprimanding those employees who fail to follow the company policies.

Here are the 10 most common handbook mistakes to avoid:

1.     Adopting a “form” handbook. These online or off-the-shelf handbooks will do nothing but get you in trouble and usually have policies that are inconsistent, ambiguous, and often illegal.

2.     Including lots of detail on procedures, which provides fodder for attorneys. Stick to company day-today policies. Keep a separate procedures manual for managers and employees.

3.     Mentioning an employee probationary period. This language can erase an employers “at-will” status by implying that, once the period is over, the employee can stay indefinitely.

4.     Being too specific. To many details, and “in the weeds” references can destroy the otherwise reasonable guidelines of your company’s handbook

5.     Not being consistent. Not only must the Handbook be consistent, but the method in which the policies as stated in the Handbook must be consistent, non-discriminatory and adhered to. 

6.     Overlooking an “at-will” disclaimer. This is a must if you want to keep your employer status as an at will employer.

7.     Not adapting the handbook to accommodate each state’s laws

8.     Failing to update the Handbook frequently (annually is preferred)

9.     Setting unrealistic policies. If you know your supervisors can’t – or won’t- enforce policies, don’t put it in your handbook.

10.  Failure to get a signed acknowledgement that the employee has read and will abide by the policies in the Handbook.

*This published article is from the HR Specialist written by the -Business Management Daily