By Sara Vereeke, HR Consultant at HR Solutions Group of West Michigan
The company has changed, added, or modified policies to attract, retain employees, and keep contemporary with the labor market trends.
Well written Employee Handbooks should be the “go to” resource for questions, verification of policy, and guidance for leaders. Outdated policies can cause employee frustration and legal issues as actions taken may not match your Employee Handbook policies.
The current Employee Handbook is written in ‘legalese’ and is hard to understand.
Using a conversational approach and tone makes an Employee Handbook easy to understand for a wide range of audiences and can enhance your desired company culture.
You now offer Hybrid/Remote options.
This emerging trend has become standard. Well-defined guidelines are necessary to effectively manage expectations of employees and their leaders.
Employees are located in multiple states.
Each new state brings additional compliance and policy requirements. We recommend adding an addendum to your Employee Handbook to address the state and municipal level labor law requirements.
It has been more than 2 years since the last compliance review.
In the past few years, we have seen a dramatic increase in new or modified medical leave, pay transparency, pre-employment screening, marijuana, domestic violence, gender expression, minimum wage, and other laws set at the local, state, and federal level.
HR Solutions Group of West Michigan’s Employee Handbook review process includes offering guidance on competitive practices, solutions to on-going employee issues, federal, state, and local legal compliance. Reach out today to inquire how we can support you via email hrsupport@thehrsolutionsgroup.com or give us a call at 616.719.5372.