A Well Drafted Employee Handbook Limits Liability
Employee relations are an essential matter for any business. Hiring, operations, performance evaluations, and termination all must be carefully executed. If employee relations are not given the attention they require, it can lead to conflict and even legal issues. Your business can lessen the likelihood of legal disputes by clearly defining each party’s rights and obligations in a written document that is openly accessible to all personnel.
There are three important aspects of drafting an employee handbook that are often overlooked. Continue below while we walk you through the tenets of an employee handbook.
Keep your handbook up-to-date as employment laws change
The employment rules of California are some of the most progressive in the country. Every year, new legislation is passed, affecting businesses across the state. Recently, this has included extending employment protections (including minimum salary guarantees and sick leave) to contract workers. When such changes are passed into law, employers need to ensure that their policies adhere to the new legislation b y updating written employment policies to clearly indicate the employer’s compliance with new laws.
Customize your handbook to suit your business
There are online tools and templates to help employers draft their handbooks. However, these often leave out the specific needs of a business and their employees. While templates may save you money, they often do not address the individual requirements of the employer. There are numerous potential legal problems that could impact your business and customized handbook will help you avoid them.
Inconsistencies in applying the rules can quickly lead to accusations of discrimination or wrongful termination. Employees are more likely to allege they were fired or subjected to discrimination if disciplinary measures are applied unevenly from employee to employee, such as on the basis of race or gender. Writing explicit policies that apply equally to all employees directly into your company’s employee handbook is the first step in preventing this issue. Your human resources team will then have a clear set of guidelines to follow in order to consistently enforce these policies and avoid discrimination claims or employment terminations.