Employee Handbooks Revisited: Damned If You Do, Damned If You Don’t

I read an article today where the author was talking about the Top Five Small Business Trends to Monitor in 2019. The fifth trend was Consistent And Transparent Employee Communication. The “I have found creating an up-to-date employee handbook that is readily accessible will benefit both upper management and employees.” I agree! I wrote this post on …

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If you have not updated your handbook this year you are way behind

Let’s face it we all know that the employee handbook is a valuable document to every employer there is. We also know that it is a document that, due to neglect, can get your company in trouble. If you have not updated your handbook your are behind the times. New issues There are a number …

Read moreIf you have not updated your handbook this year you are way behind

Five Suggestions for Improving Employee Handbooks

  Could you use five suggestions for improving your employee handbook? I write employee handbooks. Well actually I more often revise employee handbooks. But I do have a template that I have developed and adapted over the years. Lately I have thought that my version is beginning to sound a bit too much “legalistic.” And …

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Wrap Up of SHRM Atlanta Conference: Part 2

In this second part of my wrap of the SHRM Atlanta Conference I am going to comment on some of the sessions I attended. I had the responsibility of following and tweeting on the Law and Legislation track. On the first day I attended these sessions: Developing and Maintaining A Great Employee Handbook, presented by …

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Employee Handbooks: Damned If You Do, Damned If You Don't

In my consulting practice (which is geared primarily toward small businesses) I see and revise, or write, alot of employee handbooks. Some are well done, most are generally not. Few are recently revised and most are out of date, woefully out of date. Even in some larger companies keeping you handbook current can be a challenge …

Read moreEmployee Handbooks: Damned If You Do, Damned If You Don't

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