{"id":3104,"date":"2023-10-03T16:17:09","date_gmt":"2023-10-03T20:17:09","guid":{"rendered":"https:\/\/blissbook.com\/blog\/?p=3104"},"modified":"2023-10-03T16:17:09","modified_gmt":"2023-10-03T20:17:09","slug":"what-not-to-include-in-your-employee-handbook","status":"publish","type":"post","link":"https:\/\/blissbook.com\/blog\/what-not-to-include-in-your-employee-handbook\/","title":{"rendered":"What Not to Include in Your Employee Handbook"},"content":{"rendered":"\n

Your handbook helps employees understand what your company is all about\u2014from culture and values to the policies and procedures that make your workplace successful. Creating a helpful handbook means knowing what to include and, just as importantly, what not to include. <\/p>\n\n\n\n

In this article, we’ll take a look at the employee handbook creation process and provide guidance on what topics to cover and what to avoid.\u00a0<\/p>\n\n\n\n\n\n\n\n

Why Employee Handbooks are Valuable<\/h2>\n\n\n\n

An employee handbook<\/a> is much more than a book of rules\u2014it’s a vital document that guides employees through their journey within your organization. The best handbooks are regularly reviewed and updated. Your handbook should grow and change alongside your company to ensure it remains useful and reflects the most up-to-date legal information. <\/p>\n\n\n\n

Before we dive into handbook content, let\u2019s take a closer look at why you should create an employee handbook<\/strong><\/a>. <\/p>\n\n\n\n

  1. Welcome New Hires: <\/strong>The handbook plays a crucial role during the onboarding process. It offers newcomers a comprehensive look into the company’s culture and operational procedures, making it easier for employees to get acclimated and learn the specifics of your organization.<\/li><\/ol>\n\n\n\n
    1. Communicate Expectations: <\/strong>By outlining company policies and expectations, employees have a clearer understanding of how to succeed within your organization. Greater access to information results in fewer miscommunications or misunderstandings.<\/li><\/ol>\n\n\n\n
      1. Highlight Your Company Culture:<\/strong> The best employee handbooks capture the organization\u2019s heart and soul. By emphasizing the company’s values and guiding principles<\/a>, employees can better understand your overarching goals and make decisions that align with the organization\u2019s broader purpose.<\/li><\/ol>\n\n\n\n
        1. Provide a Legal Safeguard:<\/strong> Your employee handbook also protects your company and its employees by communicating policies geared toward legal compliance. Policies on topics like equal employment opportunity<\/a> and anti-harassment<\/a> benefit the organization and its employees by promoting inclusivity and mitigating legal risk.<\/li><\/ol>\n\n\n\n
          1. Assist in Conflict Resolution: <\/strong>If workplace disputes arise, it\u2019s good to refer back to your handbook. It\u2019s easier to make fair and consistent decisions when you\u2019ve got your policies and procedures thoroughly documented and available to all employees\u2014especially if employees were asked to sign an acknowledgement form<\/a>.<\/li><\/ol>\n\n\n\n

            No matter your company\u2019s size or industry, it\u2019s important to develop an employee handbook when the time is right<\/strong><\/a>.<\/p>\n\n\n\n

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            Common Employee Handbook Mistakes<\/h2>\n\n\n\n

            If you\u2019ve ever created an employee handbook<\/a>, you know it\u2019s an involved process with many moving parts. To aid you in handbook creation, we\u2019ve identified three common mistakes companies make when developing their employee handbooks. <\/p>\n\n\n\n

            Handbook Error #1: Create Legal Risk<\/h3>\n\n\n\n

            One of your handbook\u2019s primary objectives is to reduce legal risk. However, if you omit crucial policies or misrepresent legal rights, you could open yourself up to legal issues. <\/p>\n\n\n\n

            For instance, if you fail to state your at-will employment policy or miscommunicate employee rights under the Family and Medical Leave Act (FMLA)<\/a>, your company could end up in a precarious legal position. <\/p>\n\n\n\n

            You should always ask a legal team to review your employee handbook<\/strong> to ensure it doesn\u2019t create unintended liability. By the time you\u2019ve finished compiling your handbook content, legal review might feel like one more obstacle in the way of your launch\u2014but it\u2019s a step you can\u2019t afford to skip.<\/p>\n\n\n\n

            Handbook Error #2: Fail to Make Updates<\/h3>\n\n\n\n

            Once your handbook is finalized and distributed, you may be tempted to put it aside for as long as possible. However It\u2019s important to remember that corporate policies and employment laws evolve, making it necessary to update your handbook at regular intervals. This keeps your handbook current and also gives you the opportunity to address areas of employee confusion. <\/p>\n\n\n\n

            When you routinely update your handbook, employees have greater trust in its relevance and reliability.<\/p>\n\n\n\n

            Handbook Error #3: Focus Only on Rules<\/h3>\n\n\n\n

            While employee handbooks are heavy on policies and procedures, they shouldn’t be devoid of personality. Your handbook is also a reflection of your company culture<\/a>. If your handbook is dry and overly formal, employees are less likely to engage with it. <\/p>\n\n\n\n

            Dozens of pages of legalese and policy-focused text tells employees they\u2019re entering a legal transaction between two adversarial parties. A handbook that\u2019s culture-first, with approachable \u201cwhy\u201d content, tells employees they\u2019re joining a team with a purpose that just happens to have some rules for how they work together successfully. What do you want to tell your employees?<\/p>\n\n\n\n

            If you add elements like your company’s history, mission and vision<\/a>, or fun facts, you can increase employee engagement<\/strong>, ultimately leading to greater compliance with policies and procedures.<\/p>\n\n\n\n

            \"\"\/<\/figure>\n\n\n\n

            What NOT to Include in Your Employee Handbook<\/h2>\n\n\n\n

            We\u2019ve written plenty about what to include in your employee handbook<\/a>, but it\u2019s equally important to highlight what you <\/strong>shouldn\u2019t<\/em><\/strong> include<\/strong>. Here are several things to leave out of your employee handbook.<\/p>\n\n\n\n

            Don\u2019t Include: Anything Resembling a Contract<\/h3>\n\n\n\n

            Your employee handbook is a guiding document that states non-negotiable company policies and how employees must behave so that your organization complies with the law. It is not an employment contract. Be sure to steer clear of items like non-competes, non-disclosure agreements (NDAs), or any policy that might accidentally change the nature of the at-will employment relationship<\/strong>. <\/p>\n\n\n\n

            You\u2019ll probably want to include a disclaimer at some point in your handbook. However, to ensure your tone remains positive and welcoming, start your handbook with information about your company culture\u2014like your mission, vision, and values. The disclaimer can come later in your handbook, and we often recommend titling it something simple and non-adversarial, like \u201cAbout This Handbook.\u201d<\/p>\n\n\n\n

            Example Employee Handbook Disclaimer<\/h4>\n\n\n\n

            Here\u2019s an example disclaimer statement from our How to Write Policies & Procedures<\/a> eBook:<\/p>\n\n\n\n

            This handbook is designed to familiarize you with our company and provide you with information about our brand, policies, guidelines, and programs, all of which affect your life here at Acme Incorporated. Please keep in mind that it is not intended to be 100% comprehensive, and it is not meant to address every application of, or exception to, the general policies and procedures described. If you have any questions about any topic covered within, please contact your manager or the people department.<\/p>\n\n\n\n

            This handbook is not a contract for employment, express or implied, and it does not guarantee any fixed terms and conditions of your employment. Your employment is at-will, and you or we are free to end the employment relationship at any time, with or without cause and without prior notice.<\/p>\n\n\n\n

            Last, the policies, procedures, and benefits described within may be altered or discontinued from time to time. Although we will try to communicate changes with you when they occur, a policy may be changed or eliminated without notice.<\/p>\n\n\n\n

            Again, you\u2019ll want to have a legal team review your handbook to ensure it\u2019s free of problematic language.<\/p>\n\n\n\n

            Don\u2019t Include: Discriminatory Policies<\/h3>\n\n\n\n

            Review your handbook carefully to ensure that no policies are discriminatory. And we\u2019re not just talking about policies specifically geared toward equal employment opportunity. It\u2019s important to look for inadvertently discriminatory policies, too. <\/p>\n\n\n\n

            For example, you\u2019ll want to ensure your dress code<\/a> doesn\u2019t infringe upon any legally protected characteristics. You\u2019ll also want to double-check that none of your policies could be construed as ableist, interfering with an employee\u2019s rights under the Americans with Disabilities Act (ADA)<\/a>. <\/p>\n\n\n\n

            These policies can not only lead to legal trouble\u2014they can also undermine your attempt to create an inclusive workplace. <\/p>\n\n\n\n

            Don\u2019t Include: Policies that Conflict with Employment Laws<\/h3>\n\n\n\n

            Every policy should be in line with current employment laws. For instance, if your company operates in multiple states<\/a>, it’s important to remember that certain policies\u2014like those regarding overtime, meal and rest breaks, or sick time\u2014may differ from one region to another. It\u2019s also common for different geographies to have their own policies related to leaves.<\/p>\n\n\n\n

            Here\u2019s an example of a company that was sued for unpaid overtime<\/a> after employees argued that the company’s policy on overtime pay was not in compliance with the law.<\/p>\n\n\n\n

            If you don\u2019t inform employees of their rights, you can face significant legal complications, causing employees to lose trust and confidence in your organization. This is yet another reason to prioritize regular updates and legal review.<\/p>\n\n\n\n

            Note: <\/strong>In order to make it easy for you to keep your policies compliant with changing laws, Blissbook now tracks federal and state laws and alerts you when a law change might impact your policies. For example, the NLRB recently tweaked their standards for determining whether or not your policies comply with employees\u2019 rights to organize, form, or join a union<\/a>.<\/p>\n\n\n\n

            Don\u2019t Include: Jargon and Complex Language<\/h3>\n\n\n\n

            Your handbook should be clear and easy for everyone to read, regardless of their role or background. Therefore, it\u2019s best to avoid jargon or complex phrasing. By using straightforward language, you can eliminate confusion, misunderstandings, and legal issues.<\/p>\n\n\n\n

            Here are some tips to help ensure your handbook is easy to read:<\/p>\n\n\n\n