Importance of an Employee Handbook

In the workplace staff members are expected to act a certain way as far as what is socially acceptable, this includes but is not limited to:   how an employee dresses, appearance, address customers as well as other employees, filing complaints, suggestions. As well as other factors such as announcing days off and other employee issues. These expectations are laid out by their company’s own version of their employee handbook, where within it; it states standard operating procedures (SOP,) repercussions for wrongdoing’s as well as company guidelines, state and federal government laws that are related to employees and their workplace.

It is important that a company’s employee handbook is specific as well as tackle as many known issues as it can. Whereas, if a problem should come about with question the handbook will clearly state how the situation will be dealt with, as well as inform the employee of their rights as a company staff member. For any reason a situation is not listed, even within the broad section of “insubordinate behavior,” a company cannot use the employee handbook to back up their allegations. (Fredrikson & Byron, 2009) If this employee is dismissed from his position or feels that he or she is, being harassed for the issue the employee has the right to press charges against the company.    For example, if in the handbook it does not state anything about not using vacation days, but mentions that employees will receive a mandatory vacation at the end of the first year of employment, and a new employee decides to work through his days. Come at the end of the year the employee questions the mandatory vacation pay. If the company decides not to pay him for them he has the right to take them to court on the premise that the company’s expectations were not clearly noted nor in anyway stated for employees to observe.

Another one of the many factors that make a well-written employee handbook viable is that when an employee does not abide by company guidelines. For example, if the handbook states that there is no tolerance towards any form of sexual harassment, which also aligns with Title VII of the 1964 Civil Rights Act, where an employee will be dismissed after being deemed guilty of their offense and an employee against one of their co-workers reported such mentioned. (Facts about sexual harassment, 2009) The company will review the evidence and speak with the accused in house to make their decision. Whether or not the employee is guilty, the ordeal will need to be documented. If he is guilty, it is up to the company to fire the guilty employee. Now if the company decides to give the employee a slap on the hand the staff member that reported the incident can press charges against the company.

In conclusion, an employee handbook is the foundation of a healthy workplace, which if it were not the service the company delivers would not be as efficient to customers’ needs, as it should, due to employees low morale as well as other contributing factors. Even though a well-written employee handbook is imperative to the business of a company as it directly affects the employees, handing out the book will not be efficient enough. Training, seminars as well as other techniques to communicate company’s expectations toward their employees is in order. Where employees have the chance to question and understand their rights as well as what is expected of them while they are associated with the company. In addition, a contract devise of the employees understanding of the company’s guidelines and regulations, which will be signed by both parties and documented.  This will ensure that both parties legally understand their positions in the company as well as their expectations and rights.

References

Facts about sexual harassment. (2009). Retrieved August 30, 2009, from Equal Opportunity Employment Commission Web site: http://www.eeoc.gov/facts/fs-sex.html

Fredrikson & Byron. (2009). Handbooks can reduce liability. Retrieved August 30, 2009, from Www.fredlaw.com Web site: http://www.fredlaw.com/articles/employment/empl_0501_rcb.html