A new year brings new opportunities. Unfortunately, it also ushers in big changes that can leave businesses scrambling. Recent changes to legislature or ongoing trends can leave your company open to legal problems if you don’t take appropriate action. A good employee handbook can be a key tool to make sure that your business is prepared for 2018.
An outdated handbook is a serious problem for any business. It’s important to make sure that your handbook evolves as new laws go into effect. Here are five parts of your handbook that you should update in 2018.
Employees handbooks are more than just a stack of papers you hand to new hires. An employee handbook can be key part of informing your workers about several items, including:
- Company philosophy
- Conditions of employment
- Company policies and procedures
- Compensation and benefits
Handbooks are great at introducing a new hire to your business, but it’s not the only role it plays. A handbook also serves as an important compliance document that shares the rights and obligations for both employees and their employers. Including certain criteria about these legal obligations and having your employees sign off that they received a copy of the handbook, can help protect your business in case there’s ever a labor dispute.
Of course, things change. Your company can grow, opening you up to new legal requirements. Legislative changes can affect several of your policies. Over time, you’ll need to update your handbook to address these changes if you want to avoid any potential issues.
When I was little my mother always told me that “patience was a virtue”. That was always her response when my sister and I would bother her with the all too famous phrase of “Are we there yet?” during our annual family vacation trips. Little did I know that the phrase she would tell us would come in handy down the road in my career and more specifically, in the realm of unemployment claims management.