Employee Handbook For Small Business In Phoenix
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FAQ
Although employee handbooks aren't required in Arizona, you may run into significant problems without one. For example: You won't be able to communicate company policies and expectations to your employees as effectively.
And if your company doesn't have a handbook, managers and employees will need to rely on the company's “institutional memory” to ensure that policies are consistently applied. Work policies and expectations also take on more importance and are more likely to be followed when you codify them in an official handbook.
Legal compliance There is no law requiring you to have an employee handbook. However, many federal and state laws require employers to inform employees of their rights in the workplace. Your staff handbook is one of the best ways to deliver this information to your employees.
How to write an employee handbook Include your company's mission statement. Write a brief section on company history. State any legal declarations. Explain your dress code. Include details about work hours. Define duties. Include department-specific policies. Describe company benefits.
While the law in California does not require businesses to create or distribute employee handbooks, the law does require every business to memorialize certain workplace policies in writing.
While there is no specific law on the federal level that requires employers to create an employee handbook, certain labor regulations may apply if you choose to create one.
While the law in California does not require businesses to create or distribute employee handbooks, the law does require every business to memorialize certain workplace policies in writing.
What should not be included in an employee handbook? Legalese. Company procedures, work processes, and job descriptions should not be included so that you will not need to update the entire handbook each time one of these changes. Health and welfare benefits details.
Once the employer has updated the policies and formalized the common practices, legal counsel should review them, and HR should use these final policies for developing the employee handbook. Employers should also consider the National Labor Relations Board (NLRB) rulings and guidance pertaining to employee handbooks.
It has been worth it for me! I was entry level when I took it and it helped me get into that mid level and now managing HR. I'd say it gave me an extra 3 years of experience worth of credibility. Overall, I think it's just a signal that you are genuinely interested in the field and know your stuff.
