Quick—pick up your employee handbook and flip to the section on dress code.  Do you see guidelines on platform shoes on neon jumpsuits?  If so, your handbook—although groovy—needs to come into the new millennium.  Older handbooks won’t only contain dated office policies, but they will lack key legislative changes, such as the Americans With Disabilities Act, the Family and Medical Leave Act, and electronic and social media usage.  Relying on an out-of-date handbook is a legal risk your business can easily avoid.

To stay current with changing employment laws and regulations, the employee handbook should be continually reviewed for necessary updates.  First, your business’ HR team should check new laws against your employee handbook’s policies.  Your HR team should also confirm handbook policies match actual office practices.  The last thing any manager wants is to be cornered by an employee waving a handbook offering six weeks’ vacation, when current company policy offers only four.

Having an up-to-date handbook provides many benefits beyond avoiding uncomfortable confrontations.  Not only does the handbook provide guidance to employees and supervisors, but it establishes consistent policies important to risk management.  Consistent policies also promote a more harmonious work environment, since everyone knows what to expect.

If it’s time to update your employee handbook, remember these useful steps:

1. Regularly review the handbook to ensure the most current policies;
2. Have an attorney review the final draft;
3. Implement a plan to address policy updates and how to communicate them;
4. Train management staff to consistently follow handbook policy; and
5. Record all updates and changes in a log.

If you’re motivated to build a better employee handbook, YES! Your Human Resources Solution can guide you through the steps.  We’ll take a thorough look at your handbook’s policies, and we’ll tell you what areas need to be revised for legal compliance or employee comfort.  We’ll also help you create effective HR policies that will connect business initiatives with employee needs.  Need help training management staff to follow handbook policies?  Ask about our training programs, such as HR 101 for Supervisors, tailored to fit your business’ needs.  We can even audit your actual HR practices alongside your handbook policies.  Streamlined HR operations may result in fewer employment lawsuits, better handling of employee grievances, and fewer HR-related errors and complaints.

Put our 20 years of HR experience to work for you!  Contact YES! today for a free consultation.