Is your Handbook of Value within your Culture?

Every company needs an employee handbook. This necessary tool outlines the basic rules and policies for the company, explains what behavior is acceptable, and communicates state and federal laws and regulations for employers/employees. It is important to keep this handbook updated as these laws and regulations change annually and frequently.

Employee handbooks are also important for something else – conveying your cultural voice. This distinct element presents cultural, racial, and/or political perspectives not overtly communicated in general straight-forward language. If you have ever seen the horrible handbooks that simply outline do’s and don’ts, you will also be able to see how much important information they omit. Now, more than ever, it is important that your handbook conveys your voice, supports employees, and has the ability to evolve with your organization.

As we navigate the new adjusted workplace whether it is completely remote, under countless safety measures, or somewhere in between, it’s important to make sure your cultural voice is not lost, and your staff is well-informed and protected.

Here are a few topics to keep in mind to make sure your handbook is meeting your cultural needs:

• In general, the handbook should be clear, original, and protect the company and employees.

• Philosophy, Mission, Values – this is key to understanding the culture, the strategy and the focus of the organization.

• There should be information about vacation and sick time, as well as how days can be accrued if they are not given immediately to employees. There should be information about rolling over days and how sick/personal days can be used. Specific state laws regarding paid sick days or required vacation leave/rollover days should be included in this section as well.

• Attendance and dress code should be included. There should be specific details of what is allowed in the workplace regarding attendance and what ramifications there are if attendance policy is not followed. Similarly, the dress code should outline what is acceptable for both everyone in the workplace and what clothing is not allowed or does not meet safety requirements.

• Employer and employee rights should be outlined in the handbook as well. There are certain federal laws that protect the employee and the employee should be able to clearly read and understand these laws.

• Remote workplace policies are a must. We need to make sure employees understand your stance around performance, work hours, etc. This is a shift for many organizations.

• Safe Workplace measures – as many of us have come back to our workplaces, having standards around safety measures (e.g. masks, cleaning, and social distancing) is a must.

In addition, consider adding guidance around rules/policies regarding social media and data privacy. There should be clear language stating what is allowed on company computers. There is no right to privacy of social media networks and other sites that are being accessed on company computers. Also, there should be distinct information on what applications are allowed on company smartphones and tablets. In this age of privacy issues unfortunately this is an area that needs a closer look in many cases.

Do you or your company need help writing your handbook or to update it to comply with new laws and regulations? Have you communicated with your employees about workplace safety and remote workplace performance? BlueFire HR by FutureSense can help! Don’t hesitate to reach out at snelson@futuresense.com or 773-793-1326.