Operating a business without an employee policy manual is much like
driving a car without automobile insurance. If you don’t have an
accident there is no need for insurance; however, if you do…
Because human beings are very unpredictable in everything from how someone understands something to how they act when faced with certain situations. In addition, everyone comes with some sort of baggage. This may be anything from whether or not they were not held accountable for being tardy at their last job to how they were raised to treat people of a different race or color growing up.
Any of these factors, plus countless others, if left unchecked will end in a disaster for your workplace. State and Federal government agencies, like EEOC, don’t except ignorance as an excuse! They don’t care if you have been in business one day or two hundred years!
That’s why it is so important to have an
employee policy manual that spells out you’re policies. I have always
thought of an employee policy manual as a speed limit sign for the
workplace. A speed limit sign doesn’t necessarily keep someone from
speeding it just makes it clear that when they do they understand that
they broke the law and shouldn’t be surprised when they are issued a
That is exactly what the purpose of the policy manual does. It explains things like how the company treats tardiness, absenteeism, sexual harassment, vacation leave, sick leave, and many other issues you deal with on a daily basis at your workplace.
The problem is how, does someone
that isn’t an expert in human resources or employment law produce an
employee policy manual without hiring a team of lawyers or paying
hundreds or even thousands of dollars on some type of software to assist
In my life I have always lived quite successfully by a simple principle known to many as the KISS system! KISS simply stands for Keep It Simply Silly (or some might say Stupid). The simpler it stays the better the chance of repeating the process is. So in the case of building an employee policy manual if you want to complicate the process and build a final document that requires a team of lawyers to explain then by all means take that route. The additional problem is that you may not even be able to explain your own company’s position if challenged by an outside legal authority, which then will require you to retain legal help for that as well.
Remember the KISS System!
If you follow this approach and produce a policy manual written in a way that anyone can understand yet gets the point across then why not take that route? Instead some decide to build a bigger mouse trap because they think bigger is better with many more moving parts that require constant maintenance and repairs all adding additional expenses to your overhead. If you have the money and time, go for it!
On the other hand if you choose to use the KISS system and keep it simple your initial expense is much less and maintaining the document will be less also. Of course that will only work if following the KISS system is effective!
If you can afford to retain a law firm to develop and maintain your employee policy manual my guess is that you would not be reading this article! On the other hand if you are looking for an affordable easy way to produce a policy manual then I believe you are going to be very pleased to see what we have developed specifically for the small business owner. Of course it is for any size business but the bigger the business the more likely they will throw money at finding a solution than using their good business sense.
Our Company is committed to insuring a safe workplace in which all individuals are treated fairly, with dignity and respect. Our Company promotes equal opportunities for every employee that is free from any discriminatory practices, which includes sexual harassment. Any form of sexual harassment as defined below, regardless of verbal or physical, is prohibited. Under the law sexual harassment is considered illegal and will not be tolerated.
As it relates to our policy the definition of sexual harassment is any unwelcome advances of a sexual nature or requests for sexual favors. The sexual advances, physical conduct, or action can be verbal or non-verbal. It becomes illegal when submission to or rejection of this sexual conduct is used for explicitly or implicitly as a factor in employment decisions, performance reviews, advancements, training opportunities, etc. If this sexual conduct substantially interferes with a person’s employment or creates an intimidating, hostile or offensive work environment it is also considered illegal.
Thank You and May God Bless You