Should I have an Employee Handbook?
Answer furnished by Ann Fisher www.hralternativeconsulting.com
Ask yourself this question “How many employees does it take to file an employment lawsuit? The answer is at the bottom of this page.
If you have one or more employees, the answer is YES. Handbooks can be a valuable communications and employee relations tool. They can be extremely helpful in maintaining consistency for owners, properly orienting employees and avoiding misunderstandings over workplace policies. Written, clear work rules and policies help to support disciplinary action and avoid charges of unlawful discrimination.
Although handbooks are extremely valuable, one problem with having a handbook has arisen from court decisions in recent years, which was created by the employers themselves. This was due to poorly written handbooks, which created exceptions to the traditional “at will” doctrine of employment. Poorly written handbooks, in some circumstances have created a “binding employment contract.” Detailed (and un-followed) disciplinary warning procedures, unclear wording (or the wrong wording) all have created liabilities for employers.
With the dramatic increase in employment litigation during the last two decades, some employers have found themselves in court because of ill-advised employee handbook provisions. Other employers have found their handbooks were indispensable in keeping them out of court. No employer should undertake the task of putting a handbook in place without being prepared to make a substantial time and monetary commitment to the drafting and updating process.
Answer to the above question: Only ONE
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I was surprised when I spoke to Ann, about how many things, even a small company like mine can face without a handbook!