To Have or Not to Have an Employee Handbook

Written By: Christine V. Walters, MAS, JD, SPHR of FiveL Co.
                    Member since 2002

Well, that depends. Employee handbooks can work for you or against you. Good philosophies are: say what you mean; mean what you say; and apply your policies equitably.

1. When? – Perhaps start considering developing a handbook as you approach the 15-employee threshold.  This is when some key federal anti-discrimination laws apply. 
2. Don’t Reinvent the Wheel – There are plenty of templates you can tailor to meet your needs.  Check with your state/local chamber of commerce, professional or trade association, or law firm who may provide model Handbooks for free or at a reduced fee.
3. Watch Off-the-Shelf Handbooks – Don’t just take another Handbook, put your logo on it and call it yours.  Federal, state and local laws and regulations need to be considered. Tailor your Handbook so it really reflects your actual practices.  
4. Policy versus Practice – No matter how well your Employee Handbook is written it is only as good as you apply and enforce it.  Be consistent and equitable in administering your policies.
5. Updates - Sometimes it is better to have no Handbook than an old or outdated one.  There is no strict rule but consider updating your Handbook at least every 12 to 18 months.  

Christine V. Walters, MAS, JD, SPHR
www.Fivel.net