Human Resources Corner

HR CORNER

Updated Covid-19 Employee Handbooks

This is a continuing article in the series of human resource articles for the “Independent Agent”. My goal is to bring value to your organization in the accomplishment of the Essentials of Human Resources. In past articles, we have dealt with a variety of topics.

Based on my most recent sample in talking with various Independent Insurance Agents across the state, I am concerned that we do not have current handbooks in place for members of our workforces particularly as we re-open our businesses with added COVID-19 requirements. In addition, as you are aware over time, things change like new federal, state and local labor regulations. The policies of your organization change. There is employee turnover in the organization. We need to be on top of our business; if we are not, it could be expensive to fix.

What does an Employee Handbook do for you?

An Employee Handbook is a compilation of the policies, procedures, working conditions, safety conditions, compensation and benefits clarification, and behavioral expectations that guide employee actions in a particular workplace. In a handbook, these policies and procedures range from how to access your employee personnel files to your open-door policy, your promotion policy to compliance like the American Disabilities Act, Fair Labor Standards Act and Equal Employment Opportunity Commission policies.

The new COVID-19 requirements definitely impact the organization particularly in the workplace safety and employee benefit areas.

The handbook generally includes information about the company, a welcome from the President or Owner, mission, values statement, strategic goals, commitment to the workforce, non-compete and confidentiality statements. In addition, topics like attendance, closings, payroll, company property are discussed.

Employee Handbooks if properly done, maintained and executed are a great communication in managing expectations for both the employer and the workforce.

How do Employers Use an Employee Handbook?

Employers use Employee Handbooks to provide a consistent set of policies and procedures. They also use handbooks to describe the working conditions and the workplace behavior and contributions they expect from employees.

Dave Nichols is the principal of a human resource management business, Quality Transitions, Inc. located in Charlestown RI. He has 25 years of experience in the field and also retired from the U.S. Army as a Lieutenant Colonel. If you are interested in learning more, please visit his website at www.qualitytransitions.net. They believe that by putting forth a shared approach to addressing workplace issues, they have the best potential to create a harmonious, fair, employer supportive workplace.

Employers also use the policies in an Employee Handbook to provide the roadmap to ethical and legal treatment of employees. They protect themselves from lawsuits, such as harassment claims, wrongful termination claims, and discrimination claims. Employee Handbook address behaviors that will warrant disciplinary action up to and including termination in their workplace.

Employee Handbooks need to be updated as a whole every two years and communicated / distributed to employees. During the interim use a page revision system. Always make sure that you are communicating and updating employees on changes effectively and efficiently.

If you have a question or need clarification, please contact Dave Nichols or a Human Resource or legal professional.