HR Hot Tip for June 2017

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Five (5) Most Common Mistakes to Avoid in Your Company’s Employee Handbook

Your Employee Handbook can be an invaluable organizational tool—or an employment lawsuit waiting to happen. Congress and state legislatures have been busy enacting laws that directly affect your Employee Handbook in recent years. If you haven’t kept up, your organization could be sued.

Your employees must know and understand the rules to follow the rules.

Here are the first 5 common Employee Handbook mistakes you should avoid: (CUT)

1. Using form handbooks with provisions unrelated to your company.

2. Including a probationary period, this implies that anyone who stays with the organization beyond that time is then a permanent employee.

3. Being too specific in descriptions and lists, especially those involving discipline.

4. Meshing policies and procedures, which may confuse employees.

5. Not being consistent with other company documents.

To your people it’s simply an Employee Handbook, but it’s also a powerful legal defense for you. Having clear policies in writing is one of the best ways to give you ammunition in case of a lawsuit. Better still, it helps prevent lawsuits in the first place.

What other five (5) common mistakes companies make in writing an Employee Handbook?

Stay tuned … The July issue of the HRNewsMagazine will list the next five (5) most common mistakes.

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