Employee Handbooks

With businesses needing to change processes and review operations due to COVID-19, now is a perfect time to review your current employee handbook or create a new one.

Only 26% of small companies under 10 employees have a handbook and that is risky, since many of these businesses have a tight budget and can’t afford litigation, which could run well over $80,000.

Let Marzano Human Resources Consulting ensure you have an employee handbook that will increase employee engagement and mitigate risk to your business.

We use a template containing policies universal in most company handbooks and then edit the policies to be more specific to your business. Should you need additional policies, we have a large database of policies.

Five reasons why your company should consider an employee handbook:

1.     Introduces employees to your culture, mission and values

This helps to foster a sense of pride and belonging, which studies show will help employees become more productive in a shorter period of time.

2.     Helps ensure key company policies are clearly and consistently communicated

A handbook will accurately communicate your organization’s policies regarding employment, conduct and behavior, compensation, and other policies and procedures you follow.

3.     Ensures compliance with federal and New Jersey state laws

A handbook communicates to employees the various federal and NJ state laws.  For example, if your employee is called into active-duty military service, you will want to be sure they understand their rights and obligations when communicating their reason for taking leave.

4.     Helps defend against employee claims

When facing a lawsuit from a current or former employee, one of the most useful documents you can provide your attorney or third-party investigator will be a copy of your handbook.

5.     Explains where employees can turn for help

Employees should feel comfortable turning to a member of management for help when reporting workplace violations or when needing assistance. The alternative is for them to complain to the EEOC or New Jersey DOL, triggering a costly and time-consuming investigation.