Why is it a good practice to have an employee handbook?
Employee handbooks remain an effective tool and a must-have for most employers despite the lack of any federal or state laws mandating them by the employers. An employee handbook significantly helps in the definition of a business' working practices, procedures and policies ( Crowley & Simmons , 2019 ). It also provides consistency for all employees through clearly dictated guidelines that help eliminate misunderstandings, job dissatisfaction and complaints. An employee handbook eases communication and work processes as employees understand what is expected of them.
Can an employee handbook be considered a risk management tool?
An employee handbook is considered a risk management tool for businesses. An employee manual addresses various topic ranges, including the nature of employment relationship, compensation, benefits, workplace diversity, workplace safety, workplace expectations such as confidentiality, use of company assets, and employee discipline. Therefore, an employee manual can significantly lessen employment-related risks and improve the satisfaction of employees within a workplace ( Befort , 2017 ). Employment manuals should therefore be formulated as a contract between the employer and the employees.
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What is a culture-first employee handbook, and should that type of handbook be considered in your plan?
A culture-first employee handbook defines the organizational culture of a business. The manual explains why the company exists by stating its mission and vision. A culture-first employee manual also spells out the primary beliefs of the company. Its culture determines a company's long-term success. It is therefore essential to have a culture-first employee handbook with contents constructed in deep thought and honesty.
Define the term code of conduct
A code of conduct is a policy within an organization that lays out the business' standards, principles and ethical standards that the employees and other relevant parties adhere to as they conduct any business with the organization. A code of conduct forms an integral part of a business as it spells out the benchmarks of employee performance. The professional behaviour standards spelt within a code of conduct are developed by reviewing the ties, values and organizational mission.
Which type of conduct rules in an employee handbook is most frequently challenged by the National Labor Relations Board (NLRB)?
The National Labor Relations Board issued a memo approving standard organizational handbook provisions. The board, however, challenges the confidentiality rules regarding working conditions, wages and employee compensations and terms them as unlawful. The National Labor Relations Board prohibits employers from exposing the employee wages and terms of their employment contracts ( Befort , 2017 ). The board also challenges the dictation of most employee handbooks which requires the employees not to expose their working conditions and the wages.
Are employee handbooks meant to deal with contractual or legal employee privileges? Explain your response.
Employee handbooks are legally binding and deal with legal employee privileges. Most employee handbooks' enforceability covers the terms for employee discipline and termination ( Crowley & Simmons , 2019 ). The employee handbooks are drafted with "must" and "shall", which remain key to their interpretation. Serious employer ramifications are bound with their employee handbooks. The employee manuals do not declare that they are not contracts and should therefore not be assumed.
What are the most commonly litigated wage and hour violations, and why?
Minimum wage and the maximum working hours in a day are the most commonly litigated wage and hour violations. Minimum wage is " the minimum amount of remuneration that an employer is required to pay wage earners for the work performed during a given period, which cannot be reduced by collective agreement or an individual contract (Befort, 2017) ." The minimum wage laws ensure the fair compensation of workers for the periods they work for. The maximum working hours in a day ensures that workers are not exploited within their industries.
Who do you recommend within the organization assist with the final development and creation of the employee handbook, and why?
The human resource department should develop employee handbooks. The department is responsible for the oversight of employee welfare and therefore understands the work challenges that they might face. The human resource department also deals with the company's recruitment strategies, understanding the organization's cultures and beliefs. The organizational cultures and beliefs remain an integral part of the employee manuals.
How do you plan to bring your handbook to life for your employees?
The first strategy is to name the company handbook as something else. The name "Employee handbook" or "staff manual" signals to the intended readers that the document will be long and filled with boilerplate. The first step to writing an engaging staff manual is beginning by defining and explaining the company mission. This helps the intended readers to understand the organizational values they are expected to emulate. The values incorporated within the staff manuals must personify the company values.
Why is it an advantage to have an online version of your employee handbook?
Paper manuals are likely to be considered outdated the moment they are handed to the staff. The online version of the employee handbooks is easy to update. Digital staff manuals published online helps make the information universally acceptable by anyone interested in the company, such as prospective employees and investors. Saving back-up of paperwork is cumbersome and costly. Publishing documents online means they are accessible from remote locations and remain durable as long as the source remains active. I would recommend publishing the employee manuals online to having them as paperwork.
References
Befort, S. F. (2017). Employee Handbooks and Policy Statements: From Gratuities to Contracts and Back Again. Emp. Rts. & Emp. Pol'y J. , 21 , 307.
Crowley, E. P., & Simmons, C. A. (2019). Employee Handbooks: Benefits and Pitfalls for Employers in Higher Education. New England Journal of Higher Education .
