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<\/p>\nHey there, childcare boss, I got a question for you. Are you creating your handbooks all by yourself but never reference your state laws, rules and regulations, or you\u2019re not really aware of your local Department of Labor rules and regulations? Well, if so, you may be making some common mistakes that employers, like yourself, make all the time. If your employee handbook hasn\u2019t been updated in the past six months, grab it, follow me, and let\u2019s take a look at what you need to change.<\/p>\n
If you are using a form handbook \u2013 meaning you\u2019ve gotten this form off online \u2013 and you haven\u2019t edited it to meet your organization, this is the first mistake I need for you to complete. One size doesn\u2019t fit all. Your employee handbook should reflect your organization, it\u2019s policy, and the laws in your state. The risk of using a form handbook without making changes may include items that are irrelevant to your organization or may miss important topics that need to be addressed, which can leave yourself open for unemployment claims.<\/p>\n
Conflict in policies. Whenever you grab your handbook, I want you to start looking through it and take a look and see if there are some policies that are out of sync with others. If you haven\u2019t updated your handbook in the last six months, I\u2019m pretty sure you\u2019ve done a memo, you\u2019ve contacted your staff, you\u2019ve noticed something that you need to change about your team. Well, in order to resolve these issues, make sure that you review your handbook for any conflicts, and then republish it with a revised date.<\/p>\n
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The probation trap, also known as the at-will killer. If you promise a worker that they\u2019ll become a permanent employee after completing your probationary period, you may be unknowingly contracting to keep her on forever. Employees with contracts are no longer at-will employees, which means they have to follow a different policy and procedure setup.<\/p>\n
Too much information. Organizations can wall themselves in if they spell out details in every single detail. For employees to stay flexible and deal with unforeseen circumstances, make sure that you list that your policy and procedure are not all-inclusive but that you do reserve the right to update it at any given time.<\/p>\n
Inconsistency with company documents. Writing and modifying an employee handbook allows you to take a look at the big policy and procedure picture. Resolve conflict between policies and procedures that are outdated, no longer used in your organization, that you\u2019ve found that have caused you to get in more trouble than help. Make sure that you resolve them and update your handbook.<\/p>\n
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No disclaimer, also known as the accidental contract. I want to make sure that your handbooks will include that this is not a contract. That\u2019s right, write those words out right away and have your staff members sign it. This is not a contract.<\/p>\n
Do as I say, not as I do. Some company policies and procedures are only written because they\u2019re written, but they are not a part of the ethics of the program. Your company policies must match your statements in your handbook and how you run your business. Inconsistencies serve to only anger employees and enrich their attorneys.<\/p>\n
Conflict with your local and state laws. Any item in your handbook that conflicts how the state requires your to protect employees is invalid, so don\u2019t invite trouble by inserting the [03:55]<\/strong> of statement.<\/p>\n Failure to update. Old information can lead to confusion, discontentment, and litigation. Always keep your handbooks up to date with the newly revised date.<\/p>\n Unrealistic rules. Any rules that your supervisors probably won\u2019t enforce aren\u2019t worth the paper they\u2019re printed on. Such rules shake employers\u2019 credibility. Remember, whenever you hire someone to represent you, make sure that you all have a firm understanding of what your rules are and that they will back them up and enforce them.<\/p>\n Broad brush rules. Rules that go beyond business necessity in federal and state legal mandates may violate the laws. You know, there are some things that you just cannot tell a person that they can\u2019t do. For instance, you can\u2019t come to work if you\u2019re pregnant. Although we understand the protection that you may try to offer someone, you can\u2019t tell them that.<\/p>\n Over-the-top anti-union statements. Even though you\u2019re entitled to make\u00a0 reasoned case for keeping your company a non-union shop, some comments go too far and create a legal problem in the future. In a nutshell, watch what you say. As an employer, I do advise you to create a culture of openness and togetherness with your team, but remember you are the leader and, as the leader, there are certain comments or opinions that are not wise for you to voice because you are their employer.<\/p>\nNumber nine<\/h3>\n
Number ten<\/h3>\n
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<\/p>\nNumber eleven<\/h3>\n
Number twelve<\/h3>\n