Oftentimes, important things can go by the wayside as you make your clients and/or customers your first priority. However, one way you can improve your company in the New Year is by updating your company employee handbook. If you do not have an employee handbook yet, now is the time to create one.


Document, Document Document. Tired of answering the same questions over and over again? Put your policies in writing. An employee handbook answers employees’ questions and keeps them informed of your company’s policies and expectations.

It is important to have your At-Will Statement in writing. Every state, except Montana, allows employers to hire At-Will.

Include a Drug and Alcohol Abuse Policy in compliance with the Drug-Free Workplace Act of 1988 to help ensure the safety of all employees and to promote productivity.

A disciplinary procedure should also be outlined to protect your company from claims of discrimination. Since disciplinary issues can vary in severity, reserve the right to administer any level of discipline if an employee’s behavior merits it.

Avoid litigation. A well written handbook includes policies such as an Equal Employment Opportunity Policy and Anti-Harassment and Discrimination policy-avoiding misunderstandings that can lead to potential lawsuits. State not only that your company does not tolerate harassment and discrimination, but also outline the process for how to report complaints.

Update your e-mail, social media and technology policy. Set boundaries on who should be speaking on the company’s behalf on social media. Don’t get too restrictive, just list simple “Do’s & Don’ts” for electronic communication. For example, create a policy that employees may not post obscenities or personal attacks about the company, its employees, or clients that could damage its reputation.

Keep your business on track. Taking the time to sit down and write/update your company employee handbook can help you better manage your employees. Then, if issues do arise, you already have policies in place. However, be sure to reserve the right to change, add, or terminate policies at any time.

Follow through.

Creating and putting policies in writing is not enough; you need to follow through and enforce the policies you create. Courtrooms will hold you accountable if you don’t.

Need Help?

Whether you need help creating a handbook, making a few simple updates, or a complete handbook overhaul, our Human Resources team at Business Solutions Unlimited, LLC can help. Please give us a call at (904) 429-4588 or email us at info@bsullc.com. We’d love to work with you.