When was the last time you read your company handbook? It’s okay, we won’t tell anyone. We have found that today, many small businesses generally are not large enough to hire their own Human Resources Manager but are still in need of human resource information and tools. The responsibility should not be the burden of an owner or someone who has made it through the ranks and has zero training in state and federal laws. Although, there is a scenerio that is worse than that, which is opting-out of having a handbook altogether.
We can help you with the process of updating, reviewing, and revising your current handbook. If you don’t have one, we’ll get you on the right path!
NOTE: Human resources have many legal complexities. Therefore, we strongly recommend that after review and before implementing and disseminating a human resource policy manual or an employee handbook, you should consult with an employment lawyer to ensure full compliance with all pertinent federal, state, and local laws and regulations.
Handbooks
The Basics of writing the manual or handbook
In most states, employers are not required by law to issue an employee manual or handbook. It’s more a decision of practicality not a legal one.
- We’ll outline the most important areas for your organization and ensure that you’ve covered the basics.
- We’ll review your company’s business plan, mission and vision. *Protip- if you don’t have any of those, we can help with that too*
- We’ll observe the organizational enviornment and any unwritten human resources practices.
- We’ll find policy information from interoffice memos, current practices and procedures. We’ll consult with managers, leaders and employees for existing information.
- We’ll work with you to devine the scope and how many topics you want to include in the manual. (We’re not talking “War and Peace” but depending on your industry, you may need a larger handbook).
- We’ll establish a realistic timeline for completion. This will include 2 revisions.
Rise Above Solutions 