Category: Employee Handbook

HR Top LMS For Your Training 2024

Posted on by

As of my last knowledge update in September 2021, there were several Learning Management Systems (LMS) that were popular and well-regarded for training purposes. However, the landscape might have evolved since then, and new platforms may have emerged. It’s essential to consider your specific requirements and organizational needs when selecting an LMS. Here are some top LMS platforms that were recognized for their features and capabilities:

  1. Moodle:
    • Open-source LMS.
    • Customizable and widely used in educational institutions.
    • Offers a range of features, including quizzes, forums, and collaborative tools.
  2. Canvas by Instructure:
    • Known for its user-friendly interface.
    • Cloud-based LMS.
    • Offers a variety of tools for content creation, collaboration, and assessment.
  3. Blackboard Learn:
    • A widely used LMS in higher education.
    • Provides tools for content creation, assessment, and communication.
  4. Adobe Captivate Prime:
    • Focuses on corporate training.
    • Offers features like gamification, social learning, and analytics.
  5. TalentLMS:
    • Cloud-based LMS designed for simplicity and ease of use.
    • Suitable for small to medium-sized businesses.
  6. Docebo:
    • Known for its AI-powered learning platform.
    • Offers features like social learning, mobile learning, and advanced reporting.
  7. SAP Litmos:
    • Focuses on corporate training.
    • Scalable and provides analytics for tracking training effectiveness.
  8. Cornerstone OnDemand:
    • Comprehensive talent management system, including LMS.
    • Suitable for large enterprises.
  9. Schoology:
    • Often used in K-12 education.
    • Provides a collaborative platform for educators and students.
  10. Talentsoft:
    • An integrated talent management system with LMS capabilities.
    • Supports various HR functions, including performance management and learning.

When choosing an LMS, consider factors such as ease of use, scalability, integration capabilities, customer support, and pricing. Additionally, it’s advisable to check for the most recent reviews and updates to ensure that the platform meets your organization’s current needs

EMPLOYEE HANDBOOK 2023

Posted on by

Creating an employee handbook is a crucial step in communicating important information and policies to your employees. Below is a template you can use as a starting point for your HR employee handbook. Remember to customize it according to your organization’s specific policies, values, and legal requirements.

AllMyHR Employee Handbook

Table of Contents:

  1. Welcome to AllMyHR
    • Company Overview
    • Mission and Values
    • Equal Employment Opportunity
  2. Employment Policies
    • Employment Relationship
    • Job Classification
    • Work Hours
    • Overtime and Compensation
    • Payroll Information
  3. Code of Conduct
    • Professionalism
    • Dress Code
    • Personal Appearance
    • Workplace Behavior
    • Anti-Harassment and Anti-Discrimination Policies
  4. Employee Benefits
    • Health Insurance
    • Retirement Plans
    • Vacation and Paid Time Off
    • Holidays
    • Sick Leave
    • Other Benefits
  5. Leave Policies
    • Family and Medical Leave
    • Military Leave
    • Bereavement Leave
    • Jury Duty
  6. Performance Expectations
    • Performance Reviews
    • Training and Development
    • Promotion Opportunities
    • Disciplinary Actions
  7. Health and Safety
    • Workplace Safety
    • Emergency Procedures
    • Reporting Accidents and Incidents
    • Substance Abuse Policy
  8. Information Technology Usage
    • Acceptable Use
    • Email and Internet Policies
    • Data Security
  9. Confidentiality and Privacy
    • Confidential Information
    • Employee Privacy
  10. Termination of Employment
    • Resignation Procedures
    • Termination Procedures
    • Exit Interviews
  11. Grievance Procedures
    • Resolving Workplace Issues
    • Reporting Violations
    • Whistleblower Protection
  12. Acknowledgment of Receipt
    • Employee Acknowledgment Form

Note: This template is a general guideline. Ensure that you customize each section to reflect the specific policies and procedures of your organization. It’s also recommended to seek legal advice to ensure compliance with local laws and regulations.

Remember that your employee handbook should be a living document that is regularly reviewed and updated to reflect any changes in company policies or applicable laws. Additionally, make sure that all employees receive and acknowledge the handbook to ensure they are aware of and understand the policies outlined.

Streamlining Employee Handbooks with AllMyHR.com: A Comprehensive Guide

Posted on by

Employee handbooks are essential tools for organizations to communicate policies, procedures, and expectations to their workforce. These handbooks serve as a valuable resource for both employees and employers, ensuring clarity, consistency, and compliance within the workplace. However, managing and updating traditional employee handbooks can be time-consuming and cumbersome. This is where AllMyHR.com, an innovative HR

AllMyHR software

software platform, comes into play. In this article, we will explore the benefits of using AllMyHR.com to streamline the creation, distribution, and maintenance of employee handbooks, ultimately enhancing efficiency, engagement, and compliance.

I. Understanding Employee Handbooks:

Employee handbooks are comprehensive documents that outline an organization’s policies, guidelines, and procedures. They typically cover various topics, including but not limited to:

1. Welcome and Introduction: A brief overview of the company’s mission, values, and culture.
2. Employment Policies: Information on employment classifications, working hours, attendance, leave, and dress code.
3. Code of Conduct: Guidelines on ethical behavior, professional standards, and expectations.
4. Compensation and Benefits: Details on salary, bonuses, benefits, retirement plans, and other perks.
5. Performance Expectations: Information on performance evaluations, promotions, and disciplinary procedures.
6. Health and Safety: Policies and procedures related to workplace safety, accident reporting, and emergency protocols.
7. Confidentiality and Data Protection: Guidelines for protecting sensitive company information and data.
8. Employee Rights and Responsibilities: Outlining employee rights, such as anti-discrimination policies, harassment-free workplace, and accommodation for disabilities.
9. Termination and Resignation: Procedures for voluntary or involuntary termination, exit interviews, and final payments.

II. Challenges with Traditional Employee Handbooks:

Traditionally, employee handbooks were printed manuals that needed to be physically distributed to each employee. This approach presented multiple challenges:

1. Time-consuming Updates: Keeping handbooks up-to-date required manual revisions, reprints, and redistribution, which could be time-consuming and costly.
2. Accessibility Issues: Physical handbooks could be easily misplaced, lost, or outdated, making it challenging for employees to access the most recent policies and information.
3. Lack of Interactivity: Traditional handbooks generally lacked interactivity, preventing employees from easily searching for specific policies or accessing related resources.
4. Compliance Risks: Failing to update handbooks in a timely manner could lead to non-compliance with changing labor laws, potentially exposing the organization to legal risks.

III. Streamlining Employee Handbooks with AllMyHR.com:

AllMyHR.com is an HR software platform that offers a range of features to streamline the creation, distribution, and management of employee handbooks. Here’s how it can revolutionize your HR processes:

1. Centralized Digital Platform: AllMyHR.com provides a secure, centralized digital platform where your employee handbook can be created, stored, and accessed by employees anytime, anywhere. This eliminates the need for physical copies and ensures that everyone has the most up-to-date version.

2. Easy Customization: With AllMyHR.com, you can easily customize your employee handbook to reflect your organization’s unique policies, culture, and branding. The platform offers templates and intuitive editing tools, allowing you to tailor the content to your specific needs.

3. Dynamic Updates: AllMyHR.com enables real-time updates to employee handbooks. You can easily amend policies

How to Make the Best Use of Your Employee Handbook

Posted on by AllMyHR
employee handbook - blog header

Employee handbooks are a nifty communication and reference tool for the workplace, but only if they’re used and not collecting dust on some physical (or digital) shelf. A handbook is only as good as what it does. At the minimum, it should do the following:

Introduce employees to the fundamentals of your organization’s culture—the beliefs and values that members of the organization are expected to share. This introduction explains what you do and why you do it. It may also give employees a look into the history of your organization, how you got to where you are, and where you intend to go. Last but not least, it gives employees an idea of how they can contribute to the culture.

Communicate to employees what general behaviors and procedures are expected of them. These include general safety responsibilities, confidentiality expectations, timekeeping processes, reporting procedures, dress codes, and any other ways of doing things at your organization.

Educate employees about what they can expect from the organization’s leadership. Executives, managers, and HR departments have obligations to their employees—both those they’ve established themselves and those required by law. A good handbook tells employees what those obligations are and how they will be met. If your employees are entitled to leaves or accommodations, for example, your handbook should explain these.

Support consistent enforcement of company policies. Employers expose themselves to risk when they interpret, apply, or enforce policies inconsistently. Transparency about policies and how they are enforced helps keep everyone accountable and the enforcement of rules consistent across the company.

Showcase the benefits the organization offers. Does your organization offer vacations, 401(k), health insurance, paid parental leave, or other employee benefits? If so, your handbook should outline these programs and their eligibility requirements.

Let employees know where to turn for help. Employees should feel safe turning to HR or a manager to report workplace violations, get workplace-related assistance, and get answers to any other questions they may have. The alternative is for them to turn to an outside third party, like the EEOC, the DOL, or an attorney, which could trigger a costly and time-consuming investigation. When a handbook provides multiple ways for an employee to lodge a complaint (ensuring they won’t have to report the problem to the person creating the problem), they are more likely to keep their complaints in-house.

How do I keep my handbook compliant?

Our tools are designed to streamline your workday.

Schedule a Demo and see how AllMyHR works for you.

Schedule a Demo

Top 7 HR Mistakes

Posted on by AllMyHR
7 Common HR Mistakes to Avoid

Do not ignore the human resources side of your business! This happens when things seem to be going well. After all, why look for trouble when you have enough to deal with every day. Relations with employees run the spectrum of emotions, depending on the situation.

Do not be a reactive HR person, professional HR people are proactive in recognizing/rectifying HR mistakes. Avoiding serious problems, will save countless headaches and protect your company against costly legal claims.

Mistake #1: Your outdated employee handbook

Every business, large and small must have an up to date Federal and State compliant employee handbook. If you do not have current rules and behaviors in writing, you are asking for problems. Include laws/compliance changes, which may legally impact your policies.

If you have not spelled out acceptable and expected behavior, by providing tangible guidelines, you may be exposed to costly litigation. Your company employee handbook should be updated, as compliance changes occur. This of course may be difficult to accomplish without automated compliance alerts. As we all know employees should sign an acknowledgment form stating that they received the publication and will abide by its policies. Since compliance changes can and do happen often, we recommend all employees sign off on their handbook annually.

Mistake #2: Be sure you document positive and negative performance

We cannot emphasize enough the importance of writing out policies and operating procedures. Without these you have no boundaries for proper employee conduct. When violations occur, they must thoroughly document. Although it takes time to document when an employee was reprimanded, for example frequent tardiness, it may become needed evidence to support a decision to terminate employment. 

Being consistent and documenting employee interactions will help to better address potential litigation that could arise in the future.

Back To Top

Mistake #3: Not properly maintaining employee files

For compliance, it is important to keep records containing all the personnel documents including employee work history.

Do not include all employee documents in the same employee file. Documents containing employee’s personal information should be kept in a different (secured) file. 

We recommend having a file for I-9s, which verify employee eligibility to work in the U.S. Fines add up fast if you don’t have current and correct documents ready when request by Immigration and Customs Enforcement.

And remember HIPAA, requires employees’ personal health and welfare information to also be kept separate.

Mistake #4: Quick hires and incomplete job descriptions

Hurried hiring and promotion processes can lead to a host of Employers Problems can be compounded when companies hire and promote quickly. Providing a proper job description to potential hires helps alleviate future misunderstanding, problems and sometimes law suites.

Producing a proper job description will help you reduce future hassles. Complete job descriptions will make it easier to hire the best candidate for the job. Bonus! Your new employee will start off with a clear, structured understanding of their job requirements.

Mistake #5: Training or lack of…

Your employees are your companies most important asset. Maximize their potential by providing training courses. Training will increase their success and thereby increase your company’s overall success. Including courses in subjects like Sexual Harassment will contribute to a safer work environment and potentially protect your company against litigation. Training your employees properly should be considered an investment in your company’s future. 

Providing certificates of completion for formalized training can increase   employee morale, recognition and should always be included in their performance reviews.

Back To Top

Mistake #6: Insufficient HR policies

Start with an internal HR audit. In the ever-changing world of HR compliance most companies do not have the HR staff or resources internally to ensure compliance. If this describes your company, consider taking advantage of outside resources.

A well-thought-out plan will protect you, your employees, and your company.

Having policies and plans for handling unexpected events reduces the stress, potential liabilities, and costs.

Mistake #7: Employment compliance knowledge

A well-run HR department must be up to date on employment laws and regulations. To do this they will require trusted resources. When in doubt ask for professional assistance. 

Being out of compliance with OSHA regulations will bring hours of additional work as well as stiff fines.

Avoiding costly mistakes is much easier than fixing them. Take the time to know the government agencies that regulate your business. 

Conclusion

Even in the best of times, day-to-day business operations can distract you from spending time on the human resource side of your business Being proactive when it comes to human resources will help to avoid serious problems, save countless headaches and protect your company against costly legal claims.

Human resources and compliance can weigh down even the most experienced professionals. Our HR Advisors, one click compliance Handbook ,Compliance Database, HR Tools and Employee Training are ready to help navigate HR all year long. Everything included with your AllMyHR™ Solutions. 

tryhris HR Solutions guarantee and signature

Previous Labor Laws & Information

Tips to Manage Vacation Requests

Posted on by AllMyHR
Tips to Manage Vacation Requests

Holidays are a time to spend with family and friends, relax and recharge. Employees often look forward to pairing holidays with taking time off. Holidays a can also mean a vacation planning nightmare for a manager – the whole company can’t all be off at the same time, especially when it comes to small and medium businesses.

There will come a time when vacations requests will conflict and as a manager you will need to rearrange requests to make sure that core business functions are adequately covered.

5 Tips for Managing Employee Vacation Requests

1. Communicate Your PTO Policy

Make sure to go over your PTO (Paid Time Off) policy with each employee – during new hire onboarding is the perfect time to do this. Have the policy in writing accessible in your company’s handbook and have each employee sign off on acknowledging the PTO policy. Make sure the policy clearly states what the policy is, when requests must be submitted by and how conflicts will be handled if they arise.

Examples of conflict resolution might be seniority, first come first serve, manage discretion or prioritizing off-season requests if they worked during the holidays. Firgure out what priorities you’ll take into account to solve conflicts.

2. Create a Standardized PTO Request Process

One employee left you a voice message, one texted you, another emailed you, while another stopped in your office to ask – the perfect storm for issues such as missed requests or missing information that requires extra effort on your part to handle requests.

One example would be to create an online form that must be filled out when requesting PTO. A form would ensure all required data is collected, help to prevent lost or missed requests, and allow HR managers to keep track of request activities. Make sure to include a field for the reason for the request. This could help you resolve conflicts as well as make sure you’re complying with The Equal Employment Opportunity Commission (EEOC).

3. Make a Vacation Calendar

By creating a calendar accessible either electronically or on paper, that shows approved requests, can help employees plan accordingly to avoid conflicts. If you find employees monopolizing holiday time off by requesting it too far in advance you might consider opening up the calendar by quarters. Even well-planned strategies can’t accommodate unexpected time off, such as medical or bereavement leaves.

Back To Top

4. Offer Incentives

Consider offering employees incentives for working during periods where vacation requests are at their peak. This might be rewarding them with bonuses or 1-2 extra days off during off-peak times of the year. Even better, ask your employees what incentives they might be interested in. Employees will appreciate the opportunity to be listened to.

5. Allow Employees to Swap

As long as the PTO policy is clear and you’ve been transparent about the needs of the business during that time, empowering employees to work together to trade or swap out days off can help reduce chaos. Be clear it’s expected that swaps should be worked out fairly and amicably but be prepared to step in to help with resolution if necessary.

Conclusion

Holidays are some of the most anticipated time of the year. You can avoid most vacation request nightmares by:

  • Having a clearly written and shared PTO policy
  • Providing a standardized way to request PTO
  • Creating a visible vacation calendar to allow employees to proactively avoid conflicts
  • Empowering employees to trade/swap
  • Offering incentives to reward employees willing to work on holiday

Back To Top

Compliance can weigh down even the most experienced professionals. Our HR Advisors, one click compliance Handbook ,Compliance Database, HR Tools and Employee Training are ready to help navigate HR all year long. Everything included with your AllMyHR™ Solutions. 

tryhris HR Solutions guarantee and signature

Previous Labor Laws & Information

What To Do If One of Your Employees Is Diagnosed With COVID-19

Posted on by AllMyHR

What To Do If An Employee Has COVID-19

1. NOTIFY EMPLOYEES

If you have other employees who may have been exposed, you should notify them of the possible exposure immediately. By letting them know that an employee has been diagnosed they can gauge their own risk.

Remember that medical information must be kept confidential per the ADA, so it’s important not to disclose which employee was diagnosed. If your employees figure it out on their own that is ok, but make sure you are not the one to divulge that information.

Per the CDC, by following the Public Health Recommendations for Community-Related Exposure,  most workplaces should instruct potentially exposed employees to stay home for 14 days, telework if possible, and self-monitor for symptoms.

2. CLEAN & QUARANTINE

To prevent the spread of COVID-19, follow the CDC guidelines and your local health department recommendations on cleaning and possible quarantining.  For 24 hours (or as long as possible) you should close areas where the infected employee visited or worked and follow up with a thorough cleaning and disinfecting. 

3. Returning to Work

The employee who was diagnosed should work closely with their healthcare provider to determine when it’s safe for them to return to work.

For those that did not get tested but it is presumed they have COVID, they will probably be allowed to return to work when:

  • At least 24 hours have passed since recovery, defined as resolution of fever without the use of fever-reducing medications and improvement in respiratory symptoms and,

  • At least 10 days have passed since symptoms first appeared.

4. maintain Healthy business operations

COVID-19 has the potential to impact your business operations immensely. Designating a point person to handle all COVID-related issues can help minimize the impact.

Other things to keep in mind:

  • The Families First Coronavirus Response Act (FFCRA or Act) requires certain employersexternal icon to provide their employees with paid sick leave or expanded family and medical leave for specified reasons related to COVID-19.
  • Employers with fewer than 500 employees are eligible for 100% tax creditsexternal icon for Families First Coronavirus ​Response Act COVID-19 paid leave provided through December 31, 2020, up to certain limits.
See more recommendations for maintaining healthy business operations.

Amber E.

Amber Signature

HR Manager

How can we help you with HR?

Schedule an AllMyHR™ Tour to see how our services help your business.

Schedule AllMyHR™ Tour

10 Reasons Successful Companies Use Employee Handbook Builders

Posted on by AllMyHR

10 Reasons Why Successful Companies Use an Employee Handbook Builder

1. time is essential

Coorporate will tell you anyone in HR will have a job description a mile long. HR positions can closely relate to therapists, employment lawyers, compliance experts, accountants, and let’s be honest, daycare providers.

Just kidding. Sort of. 

One thing is certain, time is not their friend. With so many projects and issues to handle every day, anything that can be streamlined should be streamlined. Every company worth it’s weight has a handbook, and when HR has to create a handbook, or update a seriously out of date one, using an Employee Handbook Builder instead of a template saves days of work. It also keeps everything digital for faster updating and reference. 

2. Automatic Compliance Updates

Keeping your handbook in compliance means editing your company handbook every time an employment law changes on a Federal, State, local or industry level. That’s a lot for your office manager or HR Person to keep up with. Depending on your location in the U.S, they could be looking at 2-20 changes every month. Depending on the handbook builder, these edits could go from hours of responsibility to an electronic system keep up with it for them.

(Not all builders are built the same, please ask about this feature or a free trial before purchasing.)

This is one that updates for you.

3. Editing is a breeze

In this digital age, keeping a handbook in an editable file is as simple as using Word. But Word won’t tell you when a policy is no longer compliant. This handbook builder will though. 

4. Policy Creation

No one relishes the day they have to create and implement new HR policies. Most of those in HR dread them. Researching, formatting and writing and possibly running it past the company lawyer for a sizable cost, can all be a headache. Not to mention implementing into company culture, obtaining employees signatures, and answering everyones questions.

Can you imagine your handbook writing these instead? Just a simple search and there’s an ERISA-Attorney approved policy to customize. It can’t chase down Warehouse John and make him sign it, but it can make the policy creation itself much more pleasant.

Your company may or may not have yet implemented a policy against creating employee nicknames. 

Have to create a policy now? see if this company has a sample of that policy free.

5. Electronic Signatures

So I lied. Some handbook builders do come with extra features, like electronic signatures, so it does actually chase down Warehouse John… digitally. If he hasn’t signed it, your office manager can just keep hitting send until he gives in and complies. Which makes compliance much easier on everyone. 

This feature may not be available for all builders, or may incur an additional cost. 

6. recordkeeping

“Is our handbook up to date? Who updated it and when was the last update? What was updated? Was everyone notified?”

Imagine a dashboard that keeps pristine records of every update without effort. 

7. Environmentally Friendly

Besides being HR Person friendly, having your handbook accessible digitally is environmentally friendly. And who isn’t on board with that?  

8. Makes Compliance Easy

All of a sudden, your handbook becomes its own compliance expert hands-free. A good employee handbook builder will help you build your handbook. A great handbook builder will update itself. And the latter can sometimes even cost less. Besides featuring automatic compliance updates, this particular handbook builder will alert your staff when policies are out of compliance. A few clicks is all it takes to get your handbook back in shape again. Sure beats paying for hours and hours for your HR person to research and update manually. 

9. Multistate Options

For companies with multiple state locations, compliance can prove incredibly difficult. Great handbook builders come with additional features, such as multi-state compliance options. I’ve had to use this feature for a few clients, and I’ll break down how easy this makes it by outlining the extra steps your HR Person will need to take.

Additional step one: Add the extra states. 

That’s it.

This handbook builder finds the necessary compliance for each state based on the number of employees present, city locations, industry and a few other specifications. They create one handbook, it breaks it into the number of states you’ve selected. Streamlined.

(This feature may not be available for all builders, or may incur an extra cost.)

10. Cost

If you’ve read this far, you are most likely really curious about what handbook builders cost companies. We’ve seen some HR companies sell just a simple handbook template for $50-$200. 

And many in HR will pay that not knowing there’s a better way.

The Employee Handbook Builder I referenced in the posts above, costs only $225 a year. That’s less than the two workdays it would take your staff to create one from scratch. I was skeptical, too. You can book a quick appointment to see how it works or check out a video tutorial. 

Better yet, for $99 a month a self-updating handbook could be the icing on the cake. Check out how you can get employee training, a Professional HR Team and much more free for two full weeks. 

If you decide you’d rather have them begin from scratch and spend days on a tedious project, at least take this handbook template free. 

Would you like to take a peek at 8 other tools all companies should know exist?

Amber E.

Amber Signature

HR Manager

How can we help you with HR?

Schedule an AllMyHR™ Tour to see how our services help your business.

Schedule AllMyHR™ Tour

14 Things to Know When Building Your Employee Handbook

Posted on by try HRIS

Consider your Employee Handbook the constitution of your company. They serve as much more than a collection of corporate rules and procedures. Handbooks are often revered by courts as binding terms and conditions of employment. 

When it comes to unavoidable disagreements with employees, your written policies will make or break you. So when building your company’s employee handbook, here are six things to include and eight things to avoid as the creator. 

Affordable Small Business Employee Handbook

*BONUS*

Download: Handbook Audit Checklist

Top 6 Things Your Employee Handbook​ Should Include (and why)

1. These 3 Specific Policies
  • An ‘At-Will’ Employment Disclaimer​.

    Some of the most important verbiage within this document as it states the employment is at will. Nothing helps you avoid implied employment contracts like a clear, concise sentence stating “employees can be terminated without cause or notice.”

  • A Strong Anti-Discrimination Policy.

    This is perhaps the most important policy to be sure is effective and correct. It should define employee harassment and have clear procedures to follow by listing out specific instructions. Instructions should include how to report the incident, who to report the claim to and any forms to complete. Employers are required to promptly investigate any and all claims with or without employees’ submission in writing.

  • An “Introductory Period” Clause​​.

    Known to most employers as a probationary period. To remain effective this correct verbiage must be applied instead.

2. Specific State and Industry Laws

Most employee handbook templates focus solely on Federal requirements, but state and local laws are also extremely important not to overlook. These can affect the legality of specific wording as well as implementing policies. Being in breach of these can leave your company open for lawsuits. (Example: Although FMLA is a Federal Requirement for qualifying employers, California has specific, state-based FMLA requirements, including required extended leave)

3. On that subject...Correct Laws. 

Many companies google themselves into potential lawsuits on a regular basis. Laws and regulations change quite often, so your company shouldn’t rely on the first page of a search engine to determine the most up to date requirements. HR Professionals usually have their preferred systems to pull information, perhaps from a SHRM membership or another compliance database. Others prefer Automatic Handbook Builders that update when compliance requirements, laws or regulations change. 

4. Training. 

Too many companies don’t practice what they preach. Ensure your Supervisors have a working knowledge of your handbook’s policies and they review it with every update. Updates and supervisor review should take place every six months or less. Training your Supervisors, or Management will ensure the policies and standards you worked hard to create are upheld.

5. Accessibility. 

Handbooks are one of the most important resources for employees to have access to. This is important to you as the employer because your handbook cannot mitigate risk if your employees cannot access it. Encourage your employees to review the handbook completely. Require them to sign an acknowledgment stating they have received and have access to the current update. 

*Pro Tip.*

A great way to ensure your employees will review your handbook is to place a secret reward message within a policy. Rewards such as a free lunch or an additional paid day off a year can go a long way. Change the location of this reward’s wording with each update. Current employees will naturally talk to new employees about this, encouraging them to review it.

6. Legal Counsel Review or Attorney Written Content.

Some ​​Employee Handbook Builders provide Federal, State and Industry specific attorney written content. A system that is up-to-date and reliable can limit the need to turn to your business attorney. This can save your company thousands each year.

Top 8 Mistakes to Avoid In Your Employee Handbook (and why)

1. Cookie Cutter Template.

When used correctly, Handbook templates can be a useful starting point for small businesses. Although you should be warned: templates usually only include federal requirements and blanket statement policies. For a business to use these, they must invest a great deal of time writing their policies while researching state, local and specific industry laws, regulations and policies. Make sure this is a smart investment of time and resources beforehand and research Handbook Builders prior to beginning the process. Some cost as little as $225 a year with automatic updates. 

2. Legalese.

Yes, technically your handbook is a quasi-legal document. More importantly, it serves as an irreplaceable reference to inform your staff of your culture, expectations, and requirements. Therefore, it shouldn’t read like a legal document. Your staff should be able to understand your handbook with clear and concise language.  

3. Overly Restrictive Disciplinary Policy.


​By being too specific, listing out offenses or defining ‘steps taken’ per infraction, you can leave loopholes for employees to exploit. Not following your handbook during an infraction can open up the possibility of lawsuits or fines, and these can leave you unable to deviate from policy. To avoid these penalties, a disciplinary policy should include a specific disclaimer. This disclaimer should state: “As the employer, you reserve the right to enforce disciplinary steps as necessary, regarding the severity of the infraction.”

4. Frankenstein Patchwork Policies.

Imitation is the greatest form of flattery unless you’re ‘borrowing’ exact policy verbiage from others and revising only some of your own policies at a time. This can lead to contradictions or duplicate policies with different requirements, such as having Vacation, Military Leave and FMLA policies require different forms of notice. Read through your handbook with every policy update to ensure you stay consistent. There are also handbook builder services that provide automatic updates to avoid this confusion.

5. Attempting to make it a Binding ​Agreement. 

To mitigate risk when changing policies, your handbook should state that it is not a contract. It should also state policies can be revised at any time. Contractual or post-termination agreements, such as Nondisclosures or Arbitration agreements, should be completely separate from your handbook. Some states have recently gone as far as to change employer laws regarding Arbitration agreements (See NY July Law Alerts). 

6. Too Many Details. 

Remember, both employees and employers are bound by the handbook. Extensive detail can bind your hands when it comes to following procedures or policies. Protect yourself from this by utilizing verbiage such as “Supervisors shall…” or “the company reserves the right to…”

7. Pretaliation. 

Requiring whistleblowers to bring their complaints internally first can actually put your company in illegal waters. Review your company’s confidentiality agreements to ensure they do not limit or impede anyone from communicating with enforcement agencies. These agreements should be separate from your handbook’s acknowledgment. *See Binding Agreement above*

8. Inconsistent or Unrealistic Policies. 


Not following your specific policies the same for each employee can mean possible discrimination lawsuits. Additionally, unrealistic policies can hinder your supervisors. If your managers and supervisors won’t enforce it, make sure it’s not part of your handbook. 

In Conclusion

All in all, your company was uniquely created. Your handbook should outline everything you expect from your employees. It should define the culture your company strives to provide every staff member. Learn how our handbook builder helps your company stay compliant with a simple click of a mouse.

Everything you need to stay compliant including:

  • Federal, local and industry specific contact.
  • ERISA Attorney written content
  • Automatic updates for every regulation, law and policy change.

 

And all for less than $230 a year.

Or, of course, you can check it out here.

Psst... pass it on.

Want To Learn More About Our Services?

and Receive a Free Handbook?

Schedule HR System Tour

You may also enjoy....

Get Expert HR Compliance Advisors For Managing Your Workforce

Managing a workforce requires a deep understanding of compliance laws and regulations that can vary between states and change frequently. …

Mastering HR Compliance Made Easy: How AllMyHR Streamlines Your HR Essentials

Navigating HR compliance can feel like managing a constant juggling act where every new law, form, and policy throws another …

Elevate Your HR Skills with Effective Harassment Training Online

In today’s workplace, HR professionals face increasing challenges in effectively handling harassment complaints. The need for streamlined, accessible solutions has …

Making Employee Training Accessible to All

Staying ahead of the curve is crucial in today’s competitive business environment. One of the most effective ways to achieve …

AllMyHR

Schedule A Demo

The simplest, most cost-effective way to streamline HR, reduce compliance risks, and focus on growing your business.

Contact Us Today

©2025 AllMyHr Company. All Rights Reserved. Terms & Conditions. Website By Commonwealth Creative