Forums
Can having no employee handbook be good?
General Forum
Can having no employee handbook be good?
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
When I was hired at my current company one of my first jobs was to update the employee handbook, distribute copies to everyone and get them to sign off on it. Long story short, after completing the ow
0
Cat:Topic ForumsForum:ForumId53
Cat:Topic ForumsForum:ForumId53Discussion:DiscussionId36046
Forums » Topic Forums » General Forum » Can having no employee handbook be good?
|
Can having no employee handbook be good?
posted at 8/11/2009 10:23 AM EDT
|
Posts: 21
First: 9/21/2007 Last: 12/16/2010 |
When I was hired at my current company one of my first jobs was to update the employee handbook, distribute copies to everyone and get them to sign off on it. Long story short, after completing the owner was "advised" to not implement an official handbook but to keep the copy I made as a reference tool for when issues arise. I've asked him what advice he received but will only comment that "it's just better that we don't".
I've done lots of research on the pros and cons of having one, but everything pointed to YES YES YES!!! Most sites could not even come up with legitimate reasons. They were more "well, if you had to say something bad, I guess..." We've already had several instances come up that would have been remedied by this; however, the owner still insists we're still better off. I'd like to get some advice as to why it would be good not to have one. We are a small company 11 full time, 2 part time and 1 temp. Basically everyone is and engineer or EIT except for myself, 2 senior engineers. The only boss/supervisor is the owner, otherwise all other positions are considered lateral. |
|
|
Can having no employee handbook be good?
posted at 8/11/2009 11:38 AM EDT
|
|
Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
An employee handbook basically outlines contractual provisions of the employment relationship, how things work and how someone can get fired. In addition, it provides for reiteration of the employment relationship, statements on discrimination, etc.
What I've heard in similar situations in the past is that the owner/president/CEO doesn't want his or her hands tied to specific processes or remedies. Or the owner heard something from a friend about how an employee handbook was used against the company, which has indeed happened. More than one way to skin this cat. Why don't you try the approach of "OK, no employee handbook. What about any policies you'd like to publish separately?" |
|
|
Can having no employee handbook be good?
posted at 8/20/2009 5:36 AM EDT
|
|
Posts: 24
First: 1/25/2005 Last: 4/1/2011 |
Another idea is to go with the handbook, but put right in the beginning (we recently revised ours, and the language below comes directly from the general counsel). This way nobody's hands are tied!
No employee handbook can anticipate every circumstance or question about procedures. This handbook may not be the only source of policies or procedures relevant to employment at ABC Company. Exceptions to certain procedures may occur in special situations as determined by the Executive Director or Managing Director. As ABC Company continues to grow, the need may arise to change procedures described in this handbook. ABC Company therefore reserves the right to add, modify, or delete the procedures, practices, policies and benefits described here at any time, with or without notice,, at its sole and absolute discretion. ABC Company will endeavor to notify employees of any changes as they occur. |
|
|
Can having no employee handbook be good?
posted at 8/20/2009 6:47 AM EDT
|
|
Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
I agree that a well written handbook is best and having a caveat such as the one above helps also along with making sure policies are consistently applied.
However, the real reason to NOT have a handbook is if the management of the company is NOT going to follow it. There is nothing worse than having a handbook/policies and not following it or following them inconsistently. Because if the employee can prove that you didn't follow the policies stated, they can try to link that to WHY you didn't -- possibly for illegally discriminatory reasons, perhaps? |
|
|
Can having no employee handbook be good?
posted at 8/21/2009 5:37 AM EDT
|
|
Posts: 21
First: 9/21/2007 Last: 12/16/2010 |
wcalhoun: I did put something similar to that in ours. I think yours is worded a little better but it's the same concept.
However, I think rrupert probably hit it on the head though. Our owner is EXTREMELY non-confrontational. When a situation comes up he either 1) avoids it like the plague and hopes "it works itself out" or 2) folds to whatever demand, question, issue that arises regardless of how it'll affect others just to get rid of it. So that makes sense, he probably doesn't want one because he knows that if something comes up and it's in the handbook he'll have to deal with it instead of ignoring the issue or caving to their needs. |
|
|
Can having no employee handbook be good?
posted at 8/21/2009 6:00 AM EDT
|
|
Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
Lets try and look at this from the owners standpoint;
If there is no employee handbook (read, policy and procedures) there is nothing that an employee can hold the owners feet to the fire on. In other words he can treat everyone differently and not be in violation of any company policy. This is especially important in those states that have laws which make company policy almost as sacrosanct as law. Or, You could have company policy and procedures already published and shared. As with many companies the handbook then becomes an instrument of overview of policy and procedure, refering individuals back to the original policy for more detail. These usually have a disclaimer that this does not create a contract and that policy and procedure may be modified with or without notice. Further that in cases of conflict between the handbook and the policy the policy wins. In these instances the handbook has a purpose but with the precedence of policy the handbook becomes more administrivia than of significant value. Now, those could well be the reasons why the owner doesn't want a handbook. While each of us may disagree, and I too disagree with him, we do not win arguments with threats of possible legal action, possible employee dissatisfaction, etc. What you should do is present your case in a manner that supports the need for the guidance the handbook will provide. That would include having other members of management support the idea of having this "guide", sharing in educational programs the need for a handbook as well as your policies and procedures (assuming you have policy and procedure), evidence of employee concern that they don't know what the rules are or how they will be treated, etc. Do not make this your cause in life. The evidence will surface naturally and then you can share it without accusation of going on a crusade to obtain a handbook. Don Herrmann |
|
|
Can having no employee handbook be good?
posted at 8/21/2009 6:30 AM EDT
|
|
Posts: 21
First: 9/21/2007 Last: 12/16/2010 |
I did present my case once in the beginning. It was very matter-of-fact, no personal opinions other than me saying "I feel this is a good thing to have" then presented a list of legitimate reasons and related them to actual work scenarios. We talked about it for a day or two but it wasn't going anywhere so I dropped it. But I also drop hints as issues arise, such as saying a signed employee handbook would have prevented this problem, etc. Doesn't seem to work, it's been almost 2 years now.
It's not something i'm making a crusade about, but it does wear on me. Because he likes to avoid issues and let them work out on their own, it really causes tension amongst the employees in the office, me included. I do know that it was our lawyer, who's also happens to be a personal friend of the owner, who's advising him not to. I can't understand why she would be pushing him so much not to have one other than for personal gains. When an issue comes up, she would be hired to iron it out. I also disagree, but wanted to come here and ask other professionals why he might be so adamant about it, even after severe issues have arose. I'm just trying to see if I'm missing something from his point of view. |
|
|
Can having no employee handbook be good?
posted at 8/21/2009 7:19 AM EDT
|
|
Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
If its a personal "friend" advising the owner you're definitely holding the short end of the stick on this one. I'd move on to the next item on your priority list since it's very unlikely you're going to win this one for now. |
|
|
Can having no employee handbook be good?
posted at 8/21/2009 7:36 AM EDT
|
|
Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
I agree with Nork. You are not going to win one that involves a personal friend. I'd recommend you drop it and move on to other issues.
Out of curiosity, how many employees do you have and do you have written policy and procedures? Don Herrmann |
|
|
Can having no employee handbook be good?
posted at 8/21/2009 8:16 AM EDT
|
|
Posts: 21
First: 9/21/2007 Last: 12/16/2010 |
Good advice all, thanks.
We have 11 full time, 3 part time and 1 temp. There was an employee handbook made about 10 years ago, but there were only 4-5 employees at the time. Nobody signed off on the handbook, but copies were given out. None of the newer employees have seen the original handbook. Basically it was put out of commission 6-7 years ago. So nobody has really ever seen any written policies or procedures, only word-of-mouth when a situation arises. If people ask me, I tell them how the issue would be typically handled, but that we have no official policy and to consult the owner for a final decision. Usually it stops there since nobody wants to talk to the owner. |
Forums » Topic Forums » General Forum » Can having no employee handbook be good?
