Employee handbooks aren’t generally the most exciting or chosen reading materials. As a matter of fact, it can be difficult to get your employees to read your handbook until something goes wrong for them and human resources has to direct them back to their handbook to look over the policies on any relevant issue.
How to Write an Employee Handbook
Be certain that you’re always in compliance with all local and federal laws. If you fail to do so and end up in a law suit, litigation will be no walk in the park, not to mention the expense.
It’s always good to begin your employee handbook with a positive and personal message.
- Design your handbook as a tool for communication, not just some document for legal compliance. Your handbook should set a positive management tone. Employees should feel free to approach management and expect the best possible end result. Employee benefits should be addressed in the first section of the handbook, not lost in mid-book pages.
- Use your handbook to reflect standards that are directed from an internal standpoint. If handbooks are based on integrity and relay to the employee that you will hold them to a higher standard with your company or business.
- You should tailor your company handbook to you culture of operation what you expect from your particular brand of employee.
- Keep the legal jargon to an extreme minimum. Write your handbook in friendly, general and easy to understand terms.
- Special attention should be paid to your policies with regard to Military service members in all aspects of what you’re willing to offer them with regard to special considerations while they are in service.
- Emphatically address safety procedures. Be certain that your employees know that their safety is one of your priorities.
- Update your handbook online periodically as needed. Keep your employees in the know with regard to company policies and changes to any procedures.