Time To Update Your Handbook?

How would you answer the following questions:

1. Has it been more than two years since your last review and update of your employee handbook?

If yes, then it’s time to update your handbook. In fact, we recommend an annual update.

2. Have there been any changes in the laws, rules or regulations that affect your workplace?

If yes (and the answer is almost always, yes) then it’s time to update your handbook.

3. Have there been any new court cases that affect your policies or practices?

If yes (And again, the answer is almost always, yes) then it’s time.

4. Have your practices have changed?

If yes, then it’s time. This is often an issue when handbooks have not been updated for several years. This may also be an issue if supervisors have not been trained on how to consistently implement your policies, or where no appropriate policy exists.

5. Is there a new or emerging issue requiring a policy?

If yes, then it’s time. Social media usage is a great example of an emerging workplace issue necessitating the need for a policy.

If you answered ‘Yes’ to any of the above questions, then I think you know what you need to do.

Wondering where to start? I recommend starting with the policies you already know you need to change. For example, if your attendance policy is covered in red pen from all the changes you need to make, that might be a good place to start.

Next, address policies that you know you need, but have not developed. Not only will you need new policies for emerging issues, but also for any informal and unwritten practices that have developed over time. For these, start with sample polices (Cascade Member Hint: Call or email me, or jump on Cascade’s Member Only site). Once you have sample language, tailor it to your organization’s practices and culture. One word of caution, do not just search the internet, download and adopt a policy. It may not be legally compliant or reflective of your actual practices which may increase your liability.

Next, move on to the remaining policies in place to simply ensure you’ve not missed anything. The final step is to have your handbook legally reviewed. This review should be done by an employment attorney as opposed to someone with a general practice or practice in another area of law.

Because the handbook plays a pivotal role in the employment relationship, it is imperative that it be accurate and up to date with the law as well as your organization’s culture and practices. If it’s not, your organization’s legal exposure increases while employee morale and performance may suffer. None of these are problems I want you to have. If you don’t want them either, now might be a great time for us to chat.