HR MATTERS E-TIPS
THIS WEEK'S E-TIP: Why Written HR Policies Limit Liability (Part 2 of 2)
February 7, 2006, Volume 8, No. 6
Published by Personnel Policy Service, Inc.
"Your Policy and Compliance Experts Since 1972"
To unsubscribe - see bottom of page

^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^ THIS WEEK'S E-TIP: Why Written HR Policies Limit Liability (Part 2 of 2) Well-written policies are one of your best defenses against employment law claims. Find out which policies should be in your handbooks and manuals.
^^^^^^^^^^^^^^^^^^^^^^^^^^^ From Your E-Tips Editors  ^^^^^^^^^^^^^^^^^^^^^^^^^^^^
Worried ... Your Employee Policies aren't up-to-date?
That they’re a ticking time bomb? That a lawsuit is in your future because your policies have not kept up to date with the times? Go to: http://www.ppspublishers.com/service1.htm You can stop worrying. Get the “HR Policy Bible.” Don't risk your job on poorly researched and written polices Trust the editors and legal researchers at Personnel Policy Service Know how to apply the best HR practices Navigate the minefield of complicated laws and regulations Rely on the people who have published the "HR Policy Bible" for over 33 years See first-hand how the Personnel Policy Manual service will quickly become your trusted business partner. Learn  more and request your 30-day risk-free review now: Go to: http://www.ppspublishers.com/service1.htm	[Request a review now]
= = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = =
THIS WEEK'S E-TIP: Why Written HR Policies Limit Liability (Part 2 of 2) Last week's E-Tips argued the case for why writing and updating your employment policies should be a top priority. You learned why written policies are important, who needs to have them, and how to make sure they do not create a contract that you must follow. This week, you'll find out the difference between supervisory manuals and employee handbooks and which policies every employer should have. 1. What is the difference between a supervisory policy manual and an employee handbook? Which should we have? A supervisory policy manual generally is intended as a guide for managers and supervisors and contains information that they need to implement the organization's policies. Thus, a supervisory policy usually provides a general statement of policy followed by several comments that instruct managers how to apply that policy. In contrast, an employee handbook is designed for broad distribution to all employees. It is typically intended to provide general information about the organization's practices, benefits, hours of work, pay policies, and work rules. It usually does not include information about supervisory procedures. At a minimum, you should have an employee handbook that explains your policies to employees. Many organizations, especially as they grow, also have a supervisory policy manual to ensure that their managers understand how to implement the policies. As a practical matter, having supervisory instructions may be especially prudent in today's legal climate where any inconsistent application of policy can result in a discrimination claim. 2. What policies should we include? In choosing policies to include, you should consider the following points: -- The culture of your organization and its recurring issues or problems; -- Any memos on policy topics (such as vacation and holiday schedules) and past practices (i.e., what you have done in the past to address a particular employee relations issue); and -- The HR practices followed by other organizations in your industry (such as vacation lengths and leave allowances). Most employers develop policies on the following topics: at-will employment, equal employment opportunity, sexual and other forms of harassment, pay procedures, benefits (including any paid vacation, sick leave, and holidays, and other forms of leave), meal and rest breaks, personal conduct (work rules), attendance and punctuality, use of communications systems (including the proper use of telephones, computers, e-mail, and Internet access), disciplinary procedures, and termination. In addition, many employers include policies on performance appraisals, smoking, safety procedures, appropriate dress and appearance, and drug and alcohol use. Remember, your policies should be considered dynamic, not static. You may need to add to them, revise them, and even delete them as your organization grows and changes. * Is the Job Ever Done? * Even when you're finished drafting or updating your policies, your job is not complete. The policies should be reviewed by your legal counsel to ensure that they comply with state and federal employment law before they are finalized and distributed to employees. Further, you should review the policies on a regular basis to make sure they continue to comply with applicable law and the needs of your organization. New laws, regulations, and court cases can affect both policy language and how you implement the policies. Most experts suggest a thorough review of your policies at least once a year and the use of a notification service or publication to keep you posted during the interim. Finally, when policies are introduced or revised, you should distribute and thoroughly explain them to all employees. Clearly written policies that are regularly reviewed can be both an effective employee relations tool and a good defense against employee lawsuits. In contrast, policies that are poorly drafted or applied can have exactly the opposite effect. They can lower morale and become evidence against you in court. The key question, therefore, becomes not whether to have written policies at all, but whether you are willing to invest the necessary amount of time and effort to make sure they are carefully drafted and properly applied.
^^^^^^^^^^^^^^^^^^^^^^^^^^^ From Your E-Tips Editors  ^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^
Don't Worry ... Add "The HR Policy Bible" to Your Toolkit See first-hand how the Personnel Policy Manual service will quickly become your most trusted business partner. Request a 30-day risk-free review.   Click here for details, or go to http://www.ppspublishers.com/service1.htm
^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^
= = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = =
Subscribers to the Personnel Policy Manual and HR Policy Answers on CD can find more information about at-will employment in Employment- At-Will, Chapter 106. If you don't have the manual, but would like to order a trial review, go to: http://www.ppspublishers.com/service1.htm Or just give us a call toll-free at 1-800-437-3735. Or if you would like to buy the above individual policies only, go to: Holidays policy: http://www.hrpolicyanswers.com/xstore/catalog/ Salary Administration: http://www.hrpolicyanswers.com/xstore/catalog/ Or if you would like to buy the above individual policies Or just give us a call toll-free at 1-800-437-3735.
^^^^^^^^^^^^^^^^^^^^^^^^^^ HR Compliance Resources ^^^^^^^^^^^^^^^^^^^^^^^^^^^
HR professionals have relied on Personnel Policy Service policy and compliance products since 1972. If you're looking for practical solutions to employment-related problems, we can help.   Click below for information (and risk-free offers) or call 800-437-3735.   HR Policy Answers on CD - searchable database of policies, legal references, best practices, newsletters Trial Offer: http://www.ppspublishers.com/answersoncd.htm   Personnel Policy Manual - policies, legal references, best practices Trial Offer: http://www.ppspublishers.com/policymanual.htm   HR Matters Newsletter - HR trends, policy analysis, Q&A Trial Offer: http://www.instanthrpolicies.com/hr-matters/hrme.htm   Instant HR Policies - customize and update employee handbooks using professionally written personnel policies http://www.instanthrpolicies.com Download HR Policies - Do you have a specific policy in mind? Use our topic list below to easily locate the right HR policy product. * Absence * Benefits * Conduct * Employment * Pay Practices * Personnel Responsibilities * Reimbursement * Work Areas * Miscellaneous http://www.hrpolicyanswers.com/xstore/catalog/policieslist.html

^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^

YOU CAN TRUST PPS
Information provided in HR Matters E-Tips is researched and reviewed
by the HR experts at Personnel Policy Service as well as employment
law attorneys. However, it is not intended as legal advice. Readers are
encouraged to seek appropriate legal or other professional advice.

^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^

Interested in using an article from HR Matters E-Tips on your Web site or
in a newsletter?

Please contact Robin Thomas, Managing Editor of Personnel Policy
Service, Inc., to request permission. You can contact her by email at
editor@ppspublishers.com or by telephone at 1-800-437-3735.

Please note that the information in every issue of HR Matters E-Tips is
the original, copyrighted work of Personnel Policy Service, Inc., and is
protected under U.S. copyright laws. As such, you may not reprint or
publish in any format any article or portion of article from HR Matters E-
Tips without the express permission of Personnel Policy Service, Inc.

Remember, too, we encourage you to pass along any issue of the E-Tips
by forwarding it to friends and colleagues.

^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^

A note to advertisers:
 
Do you want to reach the human resources market?
 
Your message can be seen by over 55,000 HR professionals when you
sponsor an issue of HR Matters E-Tips.
Contact Elise Whitman at ezine@ppspublishers.com
or call toll-free 1-800-437-3735.
^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^
 
HR Matters E-Tips is a f-r-e-e service of Personnel Policy Service, Inc.
To subscribe, go to: http://www.ppspublishers.com/ezsignup.htm

© 2006 Personnel Policy Service, Inc. All Rights Reserved.
HR Matters is a registered trademark of:
Personnel Policy Service, Inc.
159 St. Matthews Ave., Suite 5, Louisville, KY 40207
Tel: 1-800-437-3735 - Fax: 1-800-755-7011
www.ppspublishers.com - www.instanthrpolicies.com - www.hrpolicyanswers.com

CONTACT US: ezine@ppspublishers.com

FORWARD THIS ISSUE: We invite you to forward HR Matters E-Tips to
a colleague or friend. {{ openrate() }}

            To unsubscribe/change profile: click here

            To subscribe: click here