When was the last time you took a look at your employee handbook? Have you reviewed your anti-discrimination policy to make sure it’s up to date, especially in light of the recent #metoo movement? How about minimum wage – have you changed your policy to reflect the recent changes in Oregon?
Employers often download generic versions of a handbook off the internet, plug in their business-specific information and distribute copies to employees. And although this approach is time-efficient and cost-efficient, it may not save the employer time and money in the long run. A carefully drafted handbook, which incorporates Oregon-specific, region-specific, and business-specific regulations, will serve a business in the same way a solid foundation serves a house.
- A handbook is a valuable communication tool with your employees – it lays out your policies, visions and values. It also offers employees instruction on how to properly communicate concerns in a way that maximizes efficiency and results.
- A handbook helps reduce workplace tension when employees are working on the same set of expectations.
- A handbook serves as a defense tool in employment-related claims.
There are also risks associated with a handbook. For example, a handbook may be out-of-date or worse, articulate policies that are inconsistent with Oregon law. An employer may neglect to follow the company’s policies as established in the handbook, or perhaps apply them inconsistently. These risks are mitigated significantly with professional assistance and careful attention to the needs of each business.
Contact me if you are interested in meeting to discuss setting a solid foundation for your business.