dashrconsulting.com » Employee Handbooks http://dashrconsulting.com Fri, 03 Feb 2012 17:23:38 +0000 en hourly 1 http://wordpress.org/?v=3.3.1 5 New Year Resolutions For Employers http://dashrconsulting.com/602/5-new-year-resolutions-for-employers/?utm_source=rss&utm_medium=rss&utm_campaign=5-new-year-resolutions-for-employers http://dashrconsulting.com/602/5-new-year-resolutions-for-employers/#comments Mon, 03 Jan 2011 14:33:40 +0000 Di Ann Sanchez http://dashrconsulting.com/?p=602 happy-new-year from Di Ann SanchezWith the start of this new year I want to share with you five things all employers should do to help protect their businesses and stay in compliance with the law:

1) Conduct an HR audit in order to ensure compliance with all federal and state laws.

2) Update your Employee Handbooks to include the Ledbetter Law, new FMLA Military Leave, ADAAA and GINA (the Genetic Information Non-Discrimination Act).

3) Update your job descriptions to include the new ADAAA provisions and ensure proper FLSA (exempt/hourly) status.  

4) Train managers on your policies and procedures.  Document employee work time, employee performance, discipline and termination throughout the year.  

5) Conduct EEO/Sexual Harassment and Safety Training if you have not done so in the past two years. (California requires supervisors be trained in their first 6 months).

If you have questions please don’t hesitate to give me a call.

]]> http://dashrconsulting.com/602/5-new-year-resolutions-for-employers/feed/ 0 Key Items To Include In Your Employee Handbook http://dashrconsulting.com/1149/key-items-to-include-in-your-employee-handbook/?utm_source=rss&utm_medium=rss&utm_campaign=key-items-to-include-in-your-employee-handbook http://dashrconsulting.com/1149/key-items-to-include-in-your-employee-handbook/#comments Fri, 08 Oct 2010 16:42:00 +0000 Di Ann Sanchez http://dashrconsulting.com/?p=1149 Is your current employee handbook adequately protecting you and your company?

An employee handbook is the main source for setting expectations for both the employee and employer.  It should describe the employer’s legal obligations as well as the employee’s rights.

Your handbook should be reviewed annually in order to capture the recent federal, state and local laws.  Furthermore, all employees need to sign an acknowledgment of accepting and understanding the employee handbook policies and procedures.

Your employee handbooks should include the following:

  • Non-disclosure agreements
  • At-will statement
  • Conflict of Interest statements
  • Confidentiality/Proprietary Information
  • Employment Definitions
  • Discrimination/Sexual Harassment policies
  • Employee complaint process and procedures
  • Safety policies and procedures
  • Compensation policies
  • Work Schedule and Time Off policies
  • Drugs and Alcohol Abuse policies including testing
  • Smoking/Tobacco Use
  • Cell/IPOD/MP3 Use
  • Employee pay and benefits
  • Organizational leave policies
  • Employee Conduct and Work Rule policies
  • Employee discipline program
  • Employee performance reviews
  • Attendance/Appearance policies
  • Record keeping practices
  • Solicitation/Outside Employment
  • Firearms/Security Camera Policies/Security Inspections & Privacy
  • Company Training programs
  • Company Expenses/Company Travel
  • Technology and Internet Policies
  • Employee Acknowledgment of Understanding Handbook Policies








If you are like many business owners your employee handbook may be out of date or you may not have one.

Our firm can develop a custom employee handbook for you that includes all of the above, plus the required legal compliance, starting at only $550.

Reference:  HR Advisor, August 2010; SHRM HR Essentials of HR Management

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