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The second reason is that a very small company does not need the number of policies that a complete policy manual contains.
Therefore, you may be better off considering not having an employee manual at this time and there isn't any requirement that the policies you do have be in writing.
Employee manuals provide information to employees about their employer-provided benefits and company procedures. Most of these manuals or handbooks are comprehensive and document policies that have been developed over time. These policies are usually written to express the style, the history or the culture of that particular business.
Copying a large company's manual, especially one from a different industry could potentially lead you to a level of benefits and policies that exceed your current needs and resources.
In addition, it is helpful for you to keep in mind that putting a policy in writing may limit the flexibility that you now have. It can result in fewer options in the future to add, eliminate, or modify your approach to policies as you grow and change.
If you want to bring more clarity and comfort to employees about certain practices or policies that you now have or want to institute, you can do this:
Outline these policies in a simple and straightforward manner and distribute them in memo form on a few pages or through an internal e-mail. If any of these policies relate to a law, be sure to check with a lawyer to insure the correct or required wording.
The key to its success is to practice these guidelines consistently. Consistency is essential because it will reduce employee relations problems, help to set expectations and encourage fairness. When putting these policies in writing, consider the following: Who is eligible to be covered? Only full-time employees? How many hours does one need to work to be considered a full-time employee? The range is usually somewhere between 35 and 40 hours per week. Will part timers get any benefits and if so which ones will they receive?
Will you pay an employee for days not worked due to illness? If so, how much sick time will be allowed in a calendar year? Can unused time be carried over into the next year? How many vacation days or weeks will employees get and how long a waiting period is required before they will earn it? After what period of time can these days be used by the employee?
How many holidays will be granted, if any? Will you close the store on these days? Which ones? Will employees be paid? The part timers, too? Will employees be offered group health insurance? At what cost to them? These and other topics can be addressed now and then when your company grows you can continue the process of adding and evaluating additional policies as needed.
Linda J. Lerner is an executive coach and a human resources consultant to small businesses and to individuals. She can be reached at Linda@Lernerconsulting.com. E-mail questions to jobdoc@globe.com or mail to Job Doc, Boston Globe, Box 55819, Boston, 02205-5819.© Copyright 2007 Globe Newspaper Company.
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