Yes. Although not legally required, they may as well be for a variety of reasons. First, there are policies, which vary based on your company’s size, location and industry, which you need to communicate to employees. Doing this in one document, such as an employee handbook, is an efficient way to comply. Second, try beating an unemployment claim without a clearly defined policy. We know of one company who lost an unemployment claim for an employee who, with a company car and on company business, got in a high speed chase with a police officer. Unemployment ruled in the employee’s favor because the employer did not have a policy stating that employees have to comply with laws while using company property. True story. Third, and the list really can go on and on, an employee handbook facilitates compliance because policies are spelled out for everyone, so the propensity for variance and endless clarification are lessened.
It was an extreme pleasure hearing you speak on Monday. I have been going to this conference for the last three years, and I must tell you that it was the best session I have ever attended at the event. You are a great speaker and engaging, as you have the talent of connecting to your audience. As I was walking out, I could hear almost everyone in the room speaking about your presentation and they had the same sentiments. Hope to see you again next year!
- Michelle DeLucia, HR Manager