It is time to update your employee handbook and it is a good business practice to review it annually. Here are three (3) items you should have in your employee handbook:
Employment laws require an organization to be compliant based upon the number of current employees who are on the payroll. Employment laws change when the employment numbers change. (Please see guidance link below.):
For example, below are the grids of compliance for employment laws. The more employees you have, the more employment laws you will need to comply with.
So, once you know which category you are in, you will need to include the correct and current employment laws within your employee handbook applicable to the number of employees on your payroll.
2. Policies Should Follow the Employer’s Culture
The organization should include rules and guidelines that are important to its culture.
Please see attached grid of policy titles that are important to our clients. Bottom line: This grid assists in establishing the culture we want to help you create within your organization. (Please see Employee Handbook Questionnaire link below, page 2.)
3. Employees Must Sign the Employee Handbook Acknowledgment Form
And, finally, the MOST IMPORTANT part of the employee handbook: You must have ALL your employees sign off on the employee acknowledgement form attached at the end of your employee handbook. This signed copy must reside in the employee’s personnel file. Bottom line: This is documentation that may be given to a third party (i.e., Department of Labor, Kansas Human Rights Commission, EEOC or attorneys), if you receive a claim from a current or former employee (unemployment, discrimination, pay issues, etc.). This document assists the organization with emphasizing that it has educated and administered the employment laws and company guidelines correctly and consistently. (Please see Employee Acknowledgement Form link below.)
One last comment. Less is best. HR Partners and Dietrick Law are not fans of voluminous handbooks. Keep it simple and keep it compliant.
Questions? Concerns? Please call us at 785-233-7860.
KS & Federal Labor Laws By Number of Employees
Employee Handbook Questionnaire
“HR Partners has provided invaluable training, mentoring and coaching for my staff and coworkers that is in concert with our own Human Resources Department and internal policies, procedures and development plans. It has proven to be a successful partnership for us that provides an extra set of resources in our staffing and organizing efforts, succession planning, and individual employee growth and development endeavors. The staff at HR Partners are professional, courteous, and make working on challenging issues not only effective, but fun!”