The start of a new year can be an inspiring time for change. Whether you are busy revising documents, streamlining workday habits, or simply looking for ways to increase productivity the first step often begins by taking a hard look at what is already in place. The same is true for your employee handbook. Although 2016 concluded with key topics still in discussion, there is no time like the present to begin reviewing the usability and compliance-readiness of your handbook.
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[contact-form-7]If you are tempted to drop this to the end of your task list, you will want to reconsider. Your handbook is a crucial part of your organization’s operations. A well designed handbook should be a guide that serves to both inform the employee and support the company’s expectations. Because every organization creates a culture of their own; relying upon a “fill in the blank” template may not be a true representation of how your organization operates. In addition, while no one wants to drown their employees in a myriad of legalese, the necessity to provide clear and concise policy serves to protect both employee and employer.
So what are some of the key topics your handbook may need to revisit?
1.) Confidentiality – Assuming your employees are clear with regard to what constitutes private corporate information may be costly for both you and your employees. Make sure your handbook addresses the policy in a manner that your employees understand and can implement.
2.) Right To Privacy on Company Devices – With the explosion of social media venues many employees may not think twice about engaging during work hours or on company devices. While it may seem like commons sense to many, it is important to remind employees when their individual right to privacy may not apply and the consequences that can ensue.
3.) Accommodation Requests – Because most organizations spend time educating their employees on job related functions, understanding how to address accommodation requests can be new territory for both supervisors and impacted employees. By outlining basic procedure and guidelines, you insure compliance and avoid risking the loss of top talent.
4.) Email and overtime – It is not unusual for employees to monitor email outside of their work hours. What many employees and employers may not stop to consider is how email engagement may lead to overtime exposure. By addressing corporate expectations of email response and recording work hours, employers can be assured that procedures are in place for everyone’s benefit.
5.) Paid and Unpaid Leave – For many hiring managers and human resource executives, the authorization and administration of leave can be a legal quagmire. Both your employee and their supervisor should understand what procedures are in place to comply with guidelines such as FMLA and ADA.
Reviewing and revising your organizational handbook insures employees that continued efforts are in place to protect their best interest and the well-being of the organization. More than simply offering legal protection, your handbook creates consistency in both your company brand and the day to day operations of your business. By investing in a professional handbook review, your organization can get an impartial review of what you need to start 2017 off right! Reach out to HR Affiliates and connect with one of our professionals to see how we can help.
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