The employee handbook is an important document for your small business. As discussed in a previous article, a good employee handbook can protect you from all kinds of legal complications. Consequently, it is also important to know what to exclude in your handbook. In this article we will explore 3 things you should not include in your employee handbook.
Exclusion 1 – Health and Welfare Benefits Specifics
The first item to exclude is the specifics of your health and welfare benefits. It is better to prepare a separate Benefits Booklet. The reason being, plans for benefits often change from year to year. It is much easier and more efficient to update a separate document.
However, it’s a good idea to include a brief section outlining what types of benefits are offered. Subsequently, you can reference the Benefits Booklet (or whatever you decide to call it) for learning the details.
Exclusion 2 – Procedures, Safety Rules, and Job Duties
Next up on the list of items not to include in your employee handbook are procedures, safety rules, and job duties. Those details, much like the health and welfare benefits, are best documented in a separate document. In this case, an operation’s manual. The purpose of the employee handbook is to outline things in the employee-employer relationship and only what impacts all employees. This ensures it does not become a cumbersome and confusing document.
Exclusion 3 – Legally Binding Contracts
Lastly, the final item on the list of things to exclude is legally binding contracts. This would include arbitration, non-disclosure, and non-compete agreements. Remember, the employee handbook is to serve as a guide. It does not constitute an employee contract. As such, legal documents must be drafted and executed by a qualified attorney and then included with an actual employee contract to ensure proper execution.
If you’d like a review of your employee handbook, we invite you to Book an Appointment! We’d love to help.
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