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MANAGEMENT & EMPLOYEE HANDBOOK
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MANAGEMENT & EMPLOYEE HANDBOOK
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
As the Manager of HR, I have drafted an employee handbook for the small company I work for and just received feedback from the top 3 management people who reviewed it. One feels that we only need to p
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MANAGEMENT & EMPLOYEE HANDBOOK
posted at 6/25/1999 4:20 AM EDT
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Posts: 99
First: 6/22/1999 Last: 12/11/2001 |
As the Manager of HR, I have drafted an employee handbook for the small company I work for and just received feedback from the top 3 management people who reviewed it. One feels that we only need to provide "1-2 sentences" on each topic and have another book called the policy book maintained in my office for employees to reference if needed. This is the first handbook they have had and at the moment, policies are not standard, they change with the wind. They had two labor claims before I was hired and luckily, won both. I know the attitude I'm up against which is going to make acceptance of things difficult. Besides referencing all the legalities of why things need to be spelled out in the employee manual, and the importance of having the employee sign the acknowledgement, does anyone have any other suggestions on dealing with this type of situation? The President came out of a very large company and is set against any type of "policies", he doesn't even like employee appraisals so there isn't any support there. Any help would be much appreciated. |
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MANAGEMENT & EMPLOYEE HANDBOOK
posted at 6/27/1999 8:32 PM EDT
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Posts: 1
First: 6/27/1999 Last: 6/27/1999 |
I feel as if I'm reading my own story...Very similar situation to yours, it took almost 5 years for the Pres to actually say to me "It's your call, do what you feel is best" ....5 LONG, HARD years...but I'll give you a little hint, don't give up !! One day it will pay off. Just remember, a tiger doesn't change its stripes.. Sometimes you have to accept the attitudes of the powers that be and work around them as much as possible for the good of the employees and the company.
Good Luck! |
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MANAGEMENT & EMPLOYEE HANDBOOK
posted at 6/28/1999 7:54 PM EDT
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Posts: 90
First: 6/23/1999 Last: 9/26/2001 |
Been in similar situations myself at least twice. I found that it is best to approach it from whatever hot button the person in charge relates to. Look on it as a sales job. Find out what is important to him and them be able to show them how this would benefit them in those terms. Do some probing and don't quit. Always follow up. |
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MANAGEMENT & EMPLOYEE HANDBOOK
posted at 6/29/1999 3:44 AM EDT
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Posts: 2
First: 6/29/1999 Last: 6/29/1999 |
You're in one of those rock & a hard spot situations. The bottom line is that you were hired to protect both the employees and the management against problems & potential law suits.
It appears that they have been flying by the seat of their pants, and falling out of troubles path when it shows up. I don't know what state your in. However, there are certain specific requirements that employers and employees need to follow. The "handbook" although not a solid legal document, is one of the first steps in setting the working rules of the company. It can cover key issues such as at will employment, working conditions, leave & absences, vacations, non-compete, and company secrets to name only a few. I've found out that even though a in depth book is not required, the more information the better when it comes to solving problems. The less information in the handbook tends to lead to a lot of questions and ambiguities. Thesequestions can require the services of lawyers to resolve. It's easier to define the issues up front. My plan would be to quote some laws or various cases in which companies were really punished as a result of not having key items in place such as the handbook or an evaluation/appraisal system. You won't have smooth waters if you fire an employee for bad performance if you have never evaluated them, or if you can't always document why you promoted certain individuals. At will is ok, BUT the courts of the land are starting to look deeper into employees and their rights. Good luck, Paul |
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MANAGEMENT & EMPLOYEE HANDBOOK
posted at 7/5/1999 5:39 AM EDT
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Posts: 43
First: 7/5/1999 Last: 12/20/2001 |
Try to see if your competition (if any) use policy manuals. This is sometimes and eye opener for the CEO's. I was in a similar situation and could not get the Pres. to see my point UNTIL I told him "so and so" has a policy manual, less turnover, no past law suits etc...We have a policy manual now. Good luck. |
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