Overview
Employee Handbook, Employers and Employees in 2023: Policies You Must Know
Any human resource professional knows that the employee handbook is a key document for companies of any size. It not only clarifies key policies and procedures but it helps to outline your company culture and gives employees important information about their employment.
Probably the most important function of an employee handbook is setting clear expectations for both parties: a company as an employer and its employees. An employee handbook should clearly communicate what is expected from the company's employees regarding their workplace behavior and performance and what they can expect in return.
At the same time, we know that most employees do not read the handbook or access the information in the handbook when they need answers.
The challenge to employers is to write the handbook in such a way that it encourages our employees to use it, to avoid legalistic and awkward wording and to actually give employees the information they need without overwhelming them with too much information.
A handbook is a living document that must be consistently maintained to ensure it reinforces your business practices and that your policies are up to date with the latest federal, state, and local laws. Using a handbook to provide some legal compliance protection will help to mitigate risks that could lead to legal action later. A handbook that is too “legalistic” is not appropriate either. It should be easy to read and understand or no one will read or understand it.
The real purpose of the employee handbook is to create the kind of company culture needed for the business to thrive. It also helps create an environment where employees feel respected, helping them succeed as well as keeping them engaged and motivated. Not creating and maintaining a employee handbook is one of the top mistakes made by employers.
Join us on Stand Eagle this January to review the fundamentals of building an effective employee handbook and learn the most important policies that should be included based on the latest information from local, state and federal legislation and regulation in 2023.
What You will Learn
-Policies that every handbook should include
-Policies that apply to specific states
-Policies that are specific to different situations
-Policies for the Department of Transportation
-Policies for Federal contractor
-Policies for drug testing
-Policies different size companies
Creating an Employee Handbook is NOT a One-Time Process
An employee handbook is a compilation of the policies, procedures, working conditions and behavioral expectations in your business. It should include policy statements that are used to govern the business.
Note that a handbook is not the same as a procedures manual. Instead, it’s an opportunity to create clarity for both employees and management around policies and expectations. Individual departments may have additional specific protocols or procedures, but the primary purpose of an employee handbook is to provide a firm foundation for the overall business.
The handbook gives us the opportunity to focus on the behaviors that we think everyone in the company should demonstrate. A printed handbook is not necessary. A digital is easier to manage, change and share with employees. You must, however, have documented acknowledgement that every employee has reviewed the handbook and agrees to follow the policies outlined.
Why You Should Attend
An employee handbook is a compilation of the policies, procedures, working conditions and behavioral expectations in your business. It should include company-wide policy statements meant to govern the business. It is not the same as a procedures manual, however and should not be treated as such.
Instead, it’s an opportunity to create clarity for both employees and management around policies and expectations.
A well-written handbook can foster a stronger, more positive company culture, one in which policies are clearly defined and consistently, uniformly implemented.
Since the handbook is a living document, it must be regularly reviewed and maintained to ensure it reinforces your business practices and that your policies are up to date with the latest federal, state and local laws.
Using a handbook to only focus on compliance fails to provide the important information that your employees really want.
Join us on Stand Eagle to learn the essential policies that any handbook must have
Who will Benefit
Any level of human resource professional will benefit from this session. Additionally, those who have HR-related job duties will also benefit.
Greg Chartier
Greg Chartier is an experienced Human Resources speaker on Clatid. He is Principal of The Office of Gregory J Chartier, and is a well-known management consultant, educator and speaker and author of the recently published What Law Did You Break Today? His practice is based on the Business Partner Model of Human Resources, which emphasizes on outsourcing, the use of technology to gain efficiencies and the improvement of managerial skills.
Greg is a thought-provoking professional speaker and his wisdom and insights into management and leadership make him an electrifying speaker and seminar leader. His seminars are customized to reinforce company mission, vision, values and culture and the content is practical for team leaders, managers, supervisors and executives. His philosophy is simple: management is a skill and you can be a better manager by developing your skills.
He has a bachelor's Degree from The Citadel, the Military College of South Carolina, an MBA from Rensselaer Polytechnic Institute and his Ph.D. in Human Resources Management from Madison University. Greg is certified by the Society for Human Resources Management (SHRM) as a Senior Professional in Human Resources (SCP) and as both a Senior Professional and a Global Professional in Human Resources (SPHR and GPHR) by HRCI, the Human Resource Certification Institute.
He is a former Board Member of the Business Council of Westchester, where he was the Chair of the Human Resources Council and a member of the Executive Committee. Greg is a national member of SHRM and a local SHRM chapter, the Westchester Human Resources Management Association. He was also a member of the Board of the Child Care Council of Westchester.
Greg is involved in the Certification Program for Human Resources Management at Pace University, which includes the preparatory program for the Human Resources Professional Examinations and the Essentials in Human Resources Management Program, as well as the Continuing Education Programs including HRCI and SHRM recertification. He is also a member of the faculty of the New York Medical College in Valhalla, NY.
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