I had an interesting conversation with Pamela Johnson of Execupay in San Antonio. She attended our “Mastering Your Memory” workshop in San Antonio. We wanted to post this because of the importance of the topic…
There are many benefits for a company to have an employee handbook. Benefits for the employer and the employee are clarity in expectations, safety policies, labor laws and pay structure just to name a few of the minimum topics that should be covered in an employee handbook.
It is important to communicate the company policies and in turn, the company will reduce liabilities through misunderstanding of mutual expectations. Some of the guidelines on what size company should look at incorporating an employee handbook are as follows:
1-4 Employees It is advisable but the handbook can be more informal. It should still be signed by each employee
5-14 Employees At this point, Fair Employment laws start. It is a good idea to have one in place
15+ Employees For sure it is a good idea. This is when the Federal Civil Rights, Americans with Disabilities and Pregnancy Leave Acts start
In addition to an employee handbook, a company should also provide employees with written job descriptions. Once again, this protects the company from an employee misunderstanding their job responsibilities and expectations and filing a lawsuit.
Finally, by having an employee handbook, every employee receives the same information. Each employee will be provided, in writing, their “benefits” and disciplinary policies. They will understand their hours of work, attendance, payroll deductions, paydays and any holiday/vacation, sick leave, etc. When the handbook is received and signed, it is a strong “back up” to not having to pay unemployment claims.
In reading this, I come to clearly understand, this is not one-sided for the EMPLOYER. It is also great for the EMPLOYEE. That is what is called a WIN-WIN!
Thanks Pamela for the info.
You may contact Pamela at pamelajohnson@satx.rr.com
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