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We need to establish an employee handbook: Now what?

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Question: “I will be meeting with upper management about establishing basic company policies. Some long-time employees come and go whenever and spend too much time on the Internet or personal calls. It’s starting to affect morale. How do I convince them that the company needs ‘basic’ policies such as progressive discipline, drug/alcohol abuse, annual reviews, fair and consistent treatment, etc.?” — Pat

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Management must be presented with convincing arguments in favor of establishing an employee handbook. Your arguments must be supported with facts and figures. You have a great start when you talk about morale but you need something that affect their bottom-line (benefits vs cost).

You didn't provide much information about the company. How large? How long in existance? How did you become involved in this issue. Is Human Resources involved in these discussions?...(register to read more)

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Baily July 28, 2009 at 8:36 am

I agree with most of the above comments. I do have one thing to add. Please have your employee handbook legally reviewed. I do not recommend “pulling one off the internet or coping another employers handbook”. Remember, the devil is in the details and words can be twisted. Be careful of putting someone else’s policy in your handbook. The policy may not be correct for your company size. If your handbook is not clear or the meaning of a policy is vague than you will have trouble communicating to every one of your employees. The policy is sound if everyone’s perception of the policy is the same, it’s not in the intention but in the perception of the policy where employers win.

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