Human Resources

HR Help: 3 Things to Look For When Updating Your Handbooks and Contracts

If your business has a staff member designated to take care of Human Resources issues, or if you serve as the HR person and the business owner, there are important parts of your process that you should evaluate at least yearly. Setting aside time each year to do a quick review of your employee handbooks and contracts is not only a business best practice to keep you and your employees on the same page, it can also be a vital part of keeping your business safe from potential employee lawsuits.

To keep your HR documents up to date, here are our top three items to check for during your yearly review of employee handbooks and contracts:

The documents themselves
First things first – do you have an employee handbook for your business? What about contracts for employees to sign upon job offer? If you are missing either of these vital components of your business, now is the time to put them together. Businesses of all sizes should have these documents, so small business owners aren’t clear from having handbooks and contracts.

Human Resources and employee relations issues can be tricky, and handbooks and contracts keep everyone in your business on the same page. If you aren’t sure how to put together these documents, the team at Gandhi Selim Law is well versed in guiding clients through the process. Give us a call for a free consultation before your negligence leaves you in a lengthy court battle.

The dates of the documents
Once you are sure that you have employee handbooks and contracts, your first step of the review process is to check the dates. It is wise to update your dates yearly, along with an updated version number.

The information
Most importantly, take the time during your review to read through your current handbooks and contracts. Take an objective viewpoint while reading, making an honest observation if what is in the handbook or contract is actually what happens in your business. Take this time to update any policies based on past experience or staff input as well.

Beyond your personal business choices and policies, be sure that your handbooks and contracts include information that is state mandated or federally required. For example, do you explain break times in your handbook in accordance with Illinois and federal law? Do you have policies outlined in your handbook that are consistent with OSHA guidelines?

If you aren’t sure if your handbook or contracts appropriately cover state and federal topics, of if you don’t know if your policies are responsible, our team would love to help.

Once your new employee handbook is reviewed and ready to go for the next year, host a staff meeting to review any changes and have everyone sign the new document. Your policies, procedures, and protocols are important for not only your employee retention, but also for your business plan.

Don’t try to develop a handbook or contract on your own; we are ready to provide you with the guidance you need to do it right the first time. Call us to set up a free consultation!

Published by
Gandhi Selim Law

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