Policies and Handbooks

Federal and state laws require specific human resource policies. For example, the Equal Opportunity Act requires discrimination and harassment policies. Depending on company size, you may need policies that address both the Oregon Family Leave Act and the Federal Family and Medical Leave Act. In addition to legal compliance, policies are vital to effective human resource management; well written policies clarify expectations, provide guidance for decision making, and can demonstrate fairness and consistency. Perceived unfair and unequal treatment is very often the cause of employee lawsuits and discrimination charges.

Company policies are often communicated, along with other information that is important to employees, in a handbook. Besides policy statements, employee handbooks typically include information about company practices, employee benefits, and safety issues. Well written handbooks help to educate employees about your company mission, values and goals, orientate new employees, answer questions and guide employment actions to comply with applicable laws.

Organizations often rely on borrowed handbooks, sometimes in entirety, sometimes in a “cut and paste” fashion. The originating handbooks may be out-of-date or from another state with different regulations. Unfortunately, resulting handbooks could be based on employment laws of another state or those that apply to a different size company, and so they are not in compliance with current, applicable employment law.

However, we believe an employee handbooks should be more than a defense against costly litigation. While our employee handbooks always contain legally required policies and prudent legal disclaimers, we collaborate with you for a customized handbook that:

• Is a quick and easy reference for employees and managers;
• Clearly articulates policies and helps ensure consistent application by supervisors;
  (supervisors often ignore or administer haphazardly policies that are unclear or difficult to administer);
• Retains discretion to deviate from stated policies as appropriate;
• Only includes policies and procedures you are prepared to follow and enforce;
• Aligns practices, policies, statements, tone of message, and word usage with company culture.

Because state and federal laws and regulations are constantly changing and expanding, we suggest handbooks be reviewed and revised as necessary, annually, and whenever there is significant growth or downsizing in the number of employees. We can create, review, or assist in the preparation of new or existing policies and handbooks.

If you are considering outsourcing all or part of your human resource processes, contact an advisor at 541.389.2141 or 800.541.5937. We would be happy to provide you a free consultation.

We also offer on-going support agreements to our clients. For more information, check out our Support Agreement page.