An employee handbook may seem like a low priority to a company when compared to other pressing business events and concerns. However, a company handbook can be a powerful asset for a business, and even provide solid ROI for the company. Here are nine important reasons working with an HR and payroll company (like MP) to update your employee handbook (or create your handbook from scratch) is a great investment for the future of the company.
1. Company handbook development services help when companies grow or downsize.
To achieve and maintain compliance, a business needs to update its handbook) to keep up with state, federal and industry regulations. These requirements will change depending on the size of the business, whether it grows or reduces the number of employees from year to year. A career HR expert can help a company keep their handbook updated, no matter what size, industry, or state, they’re in.
2. Employee handbook development services can help when an employer is multi-state.
When employers have more than one site, branch, or even just employees who are working remotely, employee handbook services are critical for compliance. A business may need to keep track of many state, local, or federal regulations. A company also needs to know when there are new state, federal, or local regulations that would affect the company. Sometimes a company will resolve these issues by working with an employee handbook builder to create a different employee handbook for each work site.
3. An employee handbook service from an HR and payroll company can help a business stay in compliance.
With help from an HR professional, a company can avoid costly fees for noncompliance with state, federal, and industry requirements. They can also avoid potential lawsuits, complaints, and investigations and all the attendant costs. In some cases, avoiding these costs could be the difference between staying in business and closing doors.
4. Employee handbook experts can help create a plan for distribution.
Distributing the company employee handbook properly is equally as important as its policies development process. Career HR experts like MP can help a business share its employee handbook in the way that helps them reach compliance, as well as create a plan to get signed acknowledgments from all employees and keep them on file. MP also offers clients the technology to make it easy for them to update their handbook, give employees access to it, and a site to store acknowledgement information.
5. Working with employee handbook services helps assure that the handbook is executed properly.
Career HR experts always advise that an employee handbook is useless if managers don’t use its information to inform how their daily work practices. When only some, or none of the information in an employee handbook is followed, then it weakens the power of the whole employee handbook. The employee handbook won’t stand up in a legal battle if managers only manage to its policies some of the time. A company might also get discrimination claims if they don’t apply the policies of the employee handbook uniformly. If one employee will get to ignore a policy, while another will get punished for not following it, these events could lead to claims of discrimination. Working with a career HR expert can help an organization create new management strategies based on the handbook. An HR and handbook expert will help an employer get all supervisors to use the information in the handbook to consistently inform their daily interactions and events with staff.
6. Employee handbook services ensure social media policies aren’t overly restrictive.
Recently, the government (the National Labor Relations Board in particular) has been pushing for employers to reduce how restrictive their social media policies in a company handbook are. With this new information, career HR experts can help a company create a handbook that gives an employee the right amount of freedom to speak about their workplace, but also build a policy that protects the employer as much as possible. This is a delicate balance to find and considering that this information about social media policies is relatively new (and still developing) for HR departments, it helps to get a career HR expert (like the ones at MP) to assist.
7. Use employee handbook services to ensure policies aren’t too detailed to be effective.
As a company creates its employee handbook, they may choose to write very detailed policies and procedures for employees to abide by. However, HR experts find that a company handbook with extremely detailed information in its policies can actually create difficulties when negative events occur at the work site. Perhaps an employee breaks a rule, but the penalty for doing so per the employee handbook policies is too harsh for the actual events that occurred. Perhaps an employee breaks a rule from the employee handbook, but the penalties that the policies prescribe isn’t harsh enough for the events that have occurred at the work site. An employee handbook and its policies need to leave room for managers to decide how they should respond to specific events: the harshness of the penalties, the kind of penalties, or if the employee will get punished at all.
8. Use company handbook services to keep you up to date with HR compliance requirements.
Keeping up with new state, federal, local, and industry regulations can be difficult. Using HR professionals, such as MP, to help an organization update its employee handbook can ensure that everything in their handbook is current and in compliance. Since HR professionals are trained to learn and understand all new guidelines and legislation, they will ensure that an employee handbook is in full compliance with new requirements.
9. Employee handbook services ensure that you include all legally required sections.
When a company creates an employee handbook, there are certain sections or policies that they will be legally required to include, like “at-will” language and information. Sometimes a company may have policies or information that they need to include in their employee handbook because they are required by the state or their industry. Working with a professional HR company like MP, an employer will know that their employee handbook is in full compliance with all applicable laws and has all the sections or policies that are legally required for that work site’s location.
Recent Employee Handbook Posts
- 6 Best Practices for Encouraging COVID Vaccination and Maintaining HR Legal Compliance: Part 1
- New COVID Vaccination Mandates: 3 Things Employers Must Know
- Reducing Legal Risk in 2022 and Preventing COVID Lawsuits
- HR Compliance for I-9 Forms and Remote Workers: 2 Options
- 2021 Recruiting Tips: 4 Job Postings to Attract Diversity
- ACA (3)
- BizFeed (6)
- Business Strategy (61)
- COBRA (5)
- Compliance (66)
- COVID-19 (81)
- Diversity (8)
- eBooks (15)
- Employee Engagement (17)
- Employee Handbooks (9)
- ERTC (21)
- FFCRA (7)
- HR (173)
- MP Insider (13)
- Payroll (44)
- PFML (9)
- PPP (23)
- PTO (4)
- Recruiting (19)
- Remote Work (28)
- Return to Work (23)
- Uncategorized (1)
- Unemployment (1)
- Wellness (13)