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It explores the following topics:  \n􀂄 Considering Whether to Have an Employee Handbook  \n􀂄 Assembling an Employee Handbook  \n􀂄 Determining What Topics to Include in an Employee Handbook  \n􀂄 Drafting the Provisions of an Employee Handbook  \n􀂄 Finalizing and Distributing an Employee Handbook  \n􀂄 Creating an Employee Handbook as a Multistate Employer  \n􀂄 Updating an Employee Handbook  \nAbout XpertHR  \nXpertHR is a practical online service to help you comply with federal, state, and municipal law. It is designed and organized around the day-to-day tasks of HR professionals so that you can quickly unravel the complexities of HR law across multiple jurisdictions.  \nOur team of experienced in-house editors and external law firms provide extensive coverage of new laws, and offer practical advice on how to comply with legal changes so that you can stay on top of a rapidly evolving social and legal landscape.  \nGet a Free Trial  \n[www.xperthr.com](www.xperthr.com)  \n© Reed Business Information, a division of Reed Elsevier Inc  \nAuthor: Beth P. Zoller, XpertHR Legal Editor  \nOne of the most common workplace documents is an employee handbook. Sometimes referred to as an employee manual, staff handbook, or personnel manual, an employee handbook is a common mechanism for promoting your workplace policies, procedures and rules and an effective way to convey to employees what is expected of them as employees of your company in terms of their rights and obligations.  \nIn fact, according to a survey by Laurdan Associates, Inc. and Ceridian Employment Law Compliance Leader conducted in 2010, 91% of participants indicate that their organization developed and promulgated HR policies and procedures and 89% specifically used an employee handbook to communicate such policies.  \nDespite the fact that employee handbooks are so widespread, there is some measure of risk in releasing an employee handbook and having you commit yourself to workplace policies in writing. If you choose to have an employee handbook, it is critical to follow through in implementing and enforcing it. You should also realize that what is not included in a handbook is almost as important as what is included. Additionally, in recent years, the government has been scrutinizing employee handbooks to see if they unlawfully restrict an employee’s right under the National Labor Relations Act (NLRA) to engage in protected concerted activity or collective action to improve their wages, hours and working conditions. This also may make you think twice about developing and implementing an employee handbook. Despite this, it is still of utmost importance to have an employee handbook because when executed properly, the benefits far outweigh the risks.  \nConsidering Whether to Have an Employee Handbook  \nThere are many good reasons why you may want to develop and implement an employee handbook. Aside from the fact that a handbook allows you to document, compile and retain all employment-related policies in a single document, it can also create uniformity and consistency and minimize the risk of a misunderstanding between supervisors and employees by providing clear guidance on company policies. You should keep the following in mind when determining whether or not to have an employee handbook:  \n\n| DO |  | DON’T |  |\n| --- | --- | --- | --- |\n| •\u003Cbr>•\u003Cbr>•\u003Cbr>•\u003Cbr>• | Consider having a handbook to provide employees with notice of their job duties and responsibilities as well as their rights and benefits.\u003Cbr>Ensure expectations of employees with respect to employee conduct, behavior, performance requirements, attendance and discipline are communicated clearly and consistently.\u003Cbr>Have a handbook to convey your mission, history, purpose and goals.\u003Cbr>Consider the language needs o","cbCainYxEZ10LtF3","https://ap.wps.com/l/cbCainYxEZ10LtF3","pdf",216284,"English","# Considering Whether to Have an Employee Handbook\n# Assembling an Employee Handbook\n# Determining What Topics to Include in an Employee Handbook\n# Drafting the Provisions of an Employee Handbook\n# Finalizing and Distributing an Employee Handbook\n# Creating an Employee Handbook as a Multistate Employer\n# Updating an Employee Handbook","[{\"question\":\"Why should an employer create an employee handbook?\",\"answer\":\"An employee handbook documents policies in one place, promotes uniformity and consistency, and reduces misunderstandings by clearly communicating expectations, duties, rights, and benefits.\"},{\"question\":\"What is the main risk associated with employee handbooks?\",\"answer\":\"Employee handbooks can carry legal/compliance risk, especially if they unlawfully restrict an employee’s right under the NLRA to engage in protected concerted activity or collective action.\"},{\"question\":\"What are key dos and don’ts when assembling a handbook?\",\"answer\":\"Dos include reviewing prior commitments, incorporating relevant employment-related writings, and consulting HR and legal counsel; don’ts include copying another company’s handbook without tailoring it or releasing one that is not legally compliant.\"}]","Employee Handbooks 101 - Dos and Don’ts For Every Employer | PDF",1792705473,23]