End of year, planning for the next - is your Employee Handbook compliant with employment  regulatory changes that occurred in 2017?

Employee Handbooks are Not Required, But a Good Idea
Business owners frequently ask me: "Must I have an  employee handbook? I really don't want written policies  that tie my hands. I'd rather make decisions based on  issues, not a package of rules."  While employee handbooks aren't required, I tell my  clients that there are a number of benefits.

* A centralized location for government-mandated and  company-specific policies provides a set of guidelines for  how things are handled in your company. 
* Written guidelines reduce the risk of misunderstandings  and inconsistency.
* Written guidelines protect you and your employees from  such issues as favoritism and discrimination charges,  lawsuits, reduced productivity and reduced employee  engagement.
* When policies and guidelines are written and followed,  employees are more likely to feel they are treated fairly.
* Managers have a resource for consistent decision making  rather than making it up as they go. 
A well-written handbook is also an opportunity to engage  your employees and share your company's history and  culture, as well as the rights and responsibilities of  employees. Benefits, compensation, flexible work  schedule guidelines, company teams, paid time off
policies and other aspects of an employee-friendly  workplace also can be shared. 

As I work with clients to write or update employee handbooks, here are some of the common pitfalls I counsel them to avoid:    

Draker-Cody Inc. conduct Employee Handbook audits. If you think you're out of compliance we can help.  NM office 505-323-1415 Texas office 832-966-1237
Draker-Cody, Inc | TX Office 832-966-1237 &  NM 505-323-1415 |  www.drakercody.com