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Company handbooks: good for employees or employers?

Here’s a short answer to today’s above-posed blog headline query: Good for both.

Candidly, a quality company handbook – meaning one that is comprehensive, tailored and deemed reasonably responsive by both management and workers – is a foundational document and strong determinant of company morale and success.

And it is typically regarded that way only because it clearly sets forth information that is equally important to both business owners and employees.

That data is – indeed, must be for a handbook to fully achieve its purpose – broad-based and encompassing. Among other things, a well-drafted handbook focuses on topics that centrally include these matters:

  • Enterprise overview (useful for conveying a company’s history and vision, as well as the philosophy that has promoted its long-term success)
  • Compensation (including clarifying data on pay, raises, hours, overtime, bonuses and related matters)
  • Benefits (spotlighting business perks and eligibility criteria)
  • Complaint/grievance policies (re discrimination, harassment and other workplace problems)
  • Discipline (clear guidelines regarding out-of-bounds behavior and follow-up steps for addressing it)
  • Safety considerations (ranging from workplace considerations to worker violence)

That bullet list is lengthy, but spelling only a partial compendium of subject-matter entries that a comprehensive handbook will address. Most workplaces are complex environments heavily concerned with myriad and highly varied matters.

The bottom line with a handbook is that a quality product will materially benefit both employees and company principals. Workers will be well served by a document that promotes clarity and stability, and management can equally rely upon it to clearly convey expectations and dampen legal risks.

Attorneys from a proven commercial law firm can provide further information.

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