What to Include in a Modern Employee Handbook

If you had to sum up the major goal of a modern employee handbook, it would all come down to a single word: protection. But this protection isn’t just aimed at your employees – it’s also intended to safeguard everything that you’ve worked so hard to build up to this point in the context of your business, too. Whether you’re updating your existing handbook or creating a new one from scratch, there are a few key elements that you should definitely include.

Addressing the FSLA and FMLA

Any modern employee handbook must address certain characteristics about two major laws: the Fair Labor Standards Act (FSLA) and the Family Medical Leave Act (FMLA). More specifically, your handbook should formally outline your current FSLA classification and/or exemption status policy. Likewise, you need to address FMLA coverage eligibility and other acceptable leaves of absence (with jury duty being just one common example), along with the rights and responsibilities of both employees and you as an employer within these situations.

Note that in this case, the term “must” is a literal one – addressing family medical leave policies and equal employment and non-discrimination policies is required to be a part of your employee handbook by law.

Worker’s Compensation Policies

Likewise, many states also require that employers use their employee handbook to inform their workforce of worker’s compensation policies in writing. This can and should include information about what happens if someone is injured on the job, what your responsibilities are in this situation and what type of medical insurance you have.

The Employee Perspective

Your employee handbook is also an excellent opportunity to inform your workforce of certain factors that are very important to them specifically. You can use your handbook to talk about payroll schedules, for example, as well as any deductions and processes that are relevant to that issue. Your employee handbook can also be a great place to fully outline all benefits offerings that they may be entitled to so that they always have a document to easily refer back to if they have any questions.

You’ll also want to include information about any cyber security policies that are in place, including rules governing how personal devices can be used, how sensitive business data is handled and more.

Pacific Unified Insurance Providing Insurance Services to Los Angeles and Orange Counties

At Pacific Unified Insurance, we’ve got decades of experience in helping companies just like yours make sure they’re protected bu [policies that are most appropriate for the uniqueness of your very special business. If you’d like to learn more about what to include in a modern employee handbook, or if you’d like to get started creating one of your own, don’t delay – contact the Employee Benefit Group at Pacific Unified Insurance today.

Dave Leahy (141 Posts)

Born and raised in Southern California, Dave was educated at Loyola High School and Arizona State University. After graduation, he founded two successful restaurants in Arizona, eventually selling them to move back to California. He began his insurance career working for Canadian Indemnity Insurance Company before joining Frank M. Flynn & Company in 1979. In 1985, he purchased the agency, eventually joining other local insurance agency owners to form Pacific Unified Insurance in 1992.

Filed under: Employee Benefits,Independent Insurance Agents — Dave Leahy @ 12:35 pm November 29, 2017


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