As an employer, one of your handbook’s most important policies is the one that prohibits harassment, discrimination, and retaliation. Employees rely on you to create a work environment where everyone feels safe and respected. Failure to do so will lead to a long list of imminent difficulties. So, are you ready to make your employees feel valued or what?
Employees expect to see a policy against harassment, discrimination, and retaliation in your company handbook. In fact, aside from policies about taking time off work, your anti-harassment policy is likely one of the most frequently reviewed. It deserves your time and attention, just like your employees deserve to work in an environment where they can thrive.
And, as with all handbook policies, be sure to explain why the policy has been developed. It’s much more than a means to prevent legal woes — it speaks to your company and its culture, too.
Most employers are required to have an Equal Employment Opportunity (EEO) policy. And, even if it’s not mandated for your company, it’s strongly recommended. An EEO policy illustrates that your organization is committed to creating an equitable workforce. Though job seekers and employees expect your company to have an EEO policy, you can use this policy to make a powerful statement about the organization and its culture.
We always emphasize the inclusion of the why that supports the policy, and this is truly an opportunity to help your organization shine
Though it’s been a rough two years for everyone, HR professionals have experienced unprecedented levels of stress. In addition to the complexities of managing workplace virus protocols, HR professionals are feeling the brunt of employee turnover as the Great Resignation continues. COVID-19’s initial disruption caused widespread job losses as companies tried to stay afloat. Then, as the virus perpetuated, employees suffered from burnout, leading to voluntary resignations in record numbers.
In November of 2021, the U.S. saw its highest quit rate since the Bureau of Labor Statistics began tracking the data in December 2000. After peaking in November, the quit rate remains significantly elevated. January 2022 brought an additional 4.25 million resignations, compared to January 2021’s 3.31 million. Yikes.
Before we go any further, let’s take a look at the sources of our information. To develop this article, we looked at two surveys conducted last year. It’s important to note that this research was conducted prior to the introduction of the Omicron variant, which complicated things further.
SHRM’s 2021 Surviving the Great Resignation survey, which included responses from 200 executives, 1,150 employees, and more than 2,200 HR professionals from mid to late summer 2021
No matter how harmonious your workplace is, it’s smart to have a documented conflict resolution policy. This way, if or when issues do arise, they can be addressed in a consistent and efficient manner. You also want to make sure your employees understand why a conflict resolution policy benefits them.
Social media policies used to be few and far between, but it’s now a must-have policy to include in your company’s employee handbook. With so many employees using social media on and off the clock, it’s important to let employees know your expectations. This includes letting employees know when social media usage is appropriate, guidelines regarding content, as well as how social media includes other company policies — such as those related to harassment, discrimination, and retaliation. You also want to make sure your employees understand why a social media policy is necessary.
Every employee handbook should include the company’s overtime policy. When creating this policy, you’ll want to clearly outline which employees are eligible for overtime pay. It’s also important to communicate how overtime pay is calculated, as well as any necessary steps required prior to working overtime. In addition to explaining the policy and how it works, it’s essential that you tell employees why you have the policy in the first place.
When creating your company’s policy related to attendance and punctuality, you’ll want to consider several things. With the increased opportunity to work from home in recent years, it’s important to define how the policies apply to all employees — whether in the office or remote. In addition to outlining the policy and how it will be enforced, it’s essential that you tell employees why you have the policy in the first place.
Your phone chimes, alerting you to a new email. You quickly discover it’s from a former coworker and read the first few lines: “I am participating in a fundraiser for [insert cause]. Will you donate?” Though you don’t delete the email immediately, you close the message because you know its exact purpose: to get you to donate. You’ll think about it, or, more likely, you’ll start thinking of rational-sounding reasons not to contribute.
Imagine, instead, if you open the email and you’re greeted with the following introduction: “June 5th started off like any other day, but it ended with a life-changing diagnosis.” ‘Whoa, where is this going?’ you think. As you continue reading, you learn that your former coworker is fighting a serious illness and is raising money for the cause. You reach for your wallet, inspired to support an old colleague.
What exactly was the difference between the two messages?
Whether or not this is your first rodeo, creating or overhauling an employee handbook is a big project. If you know the traps you might encounter along the way, you can devise a plan to avoid them. These five pieces of advice will help you steer clear of common pitfalls during your next handbook project.
Happy 100th Bugle! There’s just something special about the number 100. It’s the sum of the first nine prime numbers (2, 3, 5, 7, 11, 13, 17, 19 and 23). It’s the total number of United States Senators. It’s the amount of tiles in a game of Scrabble. It’s how many Bugles we’ve carefully crafted for your enjoyment…you’re welcome.
To celebrate this momentous occasion, look at these awesome HR, leadership and policy management articles we found over the past couple weeks.
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Article of the Week: Has social distancing driven you to a place of self-reflection? Rather than viewing your imperfections negatively, this Bugle’s Article ‒ er, Video ‒ of the Week might help you view them in a different light. Look for the ✦ below, you beautifully flawed specimen.
