No matter how large or small your organization might be, you can derive significant benefit from having a well-crafted employee handbook that spells out your policies. The handbook should include both mandatory policies and any recommended policies applicable to your workforce.
You may not realize the need for formal and comprehensive policies and procedures until you encounter an unanticipated problem. Do not wait until you find yourself in a lawsuit! Properly written and communicated policies can help you:
Many small- and medium-size companies find effective workforce management challenging. If your company does not have an experienced personnel administrator, you can especially benefit from written policies.
To prepare an effective employee handbook, you need to understand your current policies (both written and oral), past practices and anticipated future needs. Remember that your handbook is a legal document and must be updated to meet the ever-changing needs of your company and the laws that govern employment practices.
California employers have the right to unilaterally change or terminate policies contained in their employee handbooks without having to be concerned about violating an implied contract of employment if they follow certain guidelines.
Certain policies are mandatory and must be included in your employee handbook. For example, California employers must have a written harassment, discrimination and retaliation prevention policy. Including these policies clarifies for employees their rights and obligations, and protects you from potential liability.
In addition to the mandatory policies, there is certain information that must be communicated to employees. The information may be required in your employee handbook and/or the posters you hang in communal areas. Other information must be given to employees at the time of hire or at certain points during the employment relationship.
Some of your organization's policies or benefits may not be required by law, but if you offer them, they may bring legal requirements with them. To protect yourself from misunderstandings and lawsuits, you should communicate certain requirements to your employees.
Although an employee handbook is a powerful tool for avoiding litigation by clarifying and publishing your policies, it can lead to potential lawsuits if not done correctly. Be careful that your handbook does not violate any federal or state laws or override the at-will employment relationship.
CalChamber's Employee Handbook Creator online tool takes the guesswork out of creating a California employee handbook. Its smart, comprehensive wizard asks a series of questions to help you decide what you want or need in your handbook — to communicate company policies and set expectations.
Purchase the Employee Handbook Creator separately in English or Spanish. Save $50 when you order both as a kit. Instructions, explanations, navigation and the wizard are in English for both versions.
Employee Handbook Creator Questions and Answers