An employee handbook is a crucial tool for companies, even if it is not legally required. An internal handbook defines and outlines expectations, regulations, and procedures. Employee acknowledgments of the business handbook can also help the company defend its actions in court when litigation occurs. Therefore, it is important to have a Tampa business attorney for your company in case anything goes wrong.
Why Do You Need an Employee Handbook For Your Business?
- Sets clear expectations
A handbook for employees makes sure that workers are aware of their obligations, roles, and what is required of them while the organization employs them.
- Treat employees fairly
Consistency in the way the company runs and how employees are handled can be ensured with the use of an employee handbook. This is crucial for preventing claims of harassment, discrimination, or wrongful termination from the EEOC.
- Helps in defending your company against claims or lawsuits filed by employees
In the case of a disagreement, the employer can use the handbook as evidence that they have complied with all business regulations and rules. It should be compulsory for newly hired employees to sign a document confirming their receipt and comprehension of the employee handbook.
- Document the consequences of employee misconduct
When handling employee complaints, the Workforce Commission will ask for proof of your disciplinary policy and procedures. Once more, each employee must sign a copy of the handbook confirming that they have reviewed and understood the policy.
- Employee perks and your expectations should be explained to them
An employee handbook compiles and disseminates crucial information to staff members, including information on benefits, leave regulations, security procedures, and more.
- Confirms adherence to local, state, and federal laws
Your company’s adherence to all relevant state and federal regulations, notably those related to labor and employment, is conveyed to your staff via your employee handbook.
When writing an employee handbook, the first thing to do is determine what it is not: A handbook for employees is not a legally binding agreement of employment. Include a disclaimer on the first page of the handbook informing employees that the policies found within are guidelines only, that the company keeps the right to change or remove any policy without prior notice, and that their employment relationship with the business is at will.
It could be essential to include further disclaimers evaluating your sector. You can get guidance on legal disclaimers from a business law professional on what is best for your company.
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