As a business owner, it is important to be keen and attentive to the rules, regulations, and management of your company and employees. An employee handbook is a useful tool for managing your employees because it delineates the expectations of their behavior, and it provides details as to what they will gain and give for work. 

Because state laws and other policies do not require that you publish an employee handbook, it is up to you whether you implement it or not. Although many entrepreneurs will decide not to invest in manuals, there are many advantages to implementing a handbook, such as avoiding potential lawsuits. 

What If You Do Not Have an Employee Handbook?

If you decide not to implement an employee handbook, there are potential consequences that you could face, including lawsuits from present or previous employees. A lawsuit can arise from a situation in which an employee feels discriminated against, the company is not running smoothly, an employee experiences sexual harassment, or an employee feels like there is unfair bias in the company. 

In the absence of written policies, you have no legal basis to handle a situation like this if it were to arise. In other words, there is no evidence that your employees are under guidance in which regulations and procedures are under violation. 

Overall, this could complicate handling the lawsuit legally, create a bad reputation for the company, and make other employees feel unsafe. 

What is an Employee Handbook?

Whether your employee handbook is a published manual or a digital booklet, the contents of the handbook will include laws relevant to your company’s employees. Although your handbook could be in different forms, it is important that your employees stay informed. 

Within the manual, you want to ensure that a fundamental component is not missing, the code of conduct observed in your company. The code of conduct will outline various details and standards that your employees are expected to meet, including:

• Employee attendance. 
• Code of ethics.
• Dress code.
• Workplace safety and security. 
• Grooming qualifications. 
• Hours of work provided daily.

Apart from setting the standard required to work for your company, these details will also promote professionalism in the workplace. 

Additionally, your employee handbook must include the company policies, procedures, and guidelines that apply to your employees’ status. Apart from the company’s legal obligations to the employees, it is also important that you explain the employees’ rights, responsibilities, and legal obligations to the company. 

All in all, implementing an employee handbook provides employees with a better understanding of the workplace and protects your company from potential lawsuits. 

Will An Employee Handbook Be Enough?

Even though an employee handbook is often enough, it is your responsibility to ensure that the policies are implemented and upheld in the workplace. You can choose to publish the handbook so that every employee is informed, and you should refer to your policies when settling issues. The human resources department should be aware of the handbook’s distribution, and every employee should receive a copy. 

Do You Need an Employee Handbook? We Can Help You

If you are interested in drafting an employee handbook for your business, you need the guidance and assistance of qualified and experienced business attorneys. 

At Jurado & Associates, P.A., we have the knowledge and expertise to help you make the best decisions for your business.

Contact us today by phone at (305) 921-0976, by email at [email protected], or by WhatsApp at +1 (305) 921-0976.