The purposes and the scope of employee handbook policies and the practices are changing and expanding. From a siloed HR activity that creates insular documents concerned primarily with communicating the organizational work rules and benefits, employee handbook policies and practices have evolved into a critical component of an organization-wide management process that maximizes organizations' achievement of business objectives, enhances the value of their human capital, and minimizes legal risk.
To increase the effectiveness of their employment policies, organizations will have to:
Thus employee handbooks will increasingly have to ensure that they are aligned with strategic and business objectives, are properly drafted, and are effectively implemented. Additionally they will have to:
From this perspective, employee handbooks will continue to play an important role in communicating with and providing information for employees.
Employee handbooks have become a valuable tool in providing important information to employees. Handbooks describe what employers expect of their employees, and what employees can (should) expect from their employers. Handbooks provide critical information about their employers, workplaces, and HR policies and procedures, and describe how employees are expected to fit in.
Additionally, employee handbooks formalize the mutual expectations of organizations and their employees. In delineating these expectations employee handbooks create opportunities and risks for employers. Handbooks provide organizations with the opportunity to enhance the value of their human capital, make their organizations more competitive, and improve individual and organizational performance.
Conversely, handbooks can impede the achievement of business objectives, increase employment related liabilities, and reduce managerial prerogatives by making promises or commitments to certain procedural safeguards that the organization did not intend to make. As noted in the recent memorandum from the General Counsel of the NLRB: incorrectly designed employee handbooks can violate the law and have a “chilling effect” on employees’ activities.
Thus, employee handbooks increasingly provide for employers the opportunity to make their workforce more committed to and supportive of organizational goals. At the same time, they also provide the basis for employees’ legal action and can significantly reduce employees’ commitment to organizational success.
Thus, employee handbooks will increasingly have to ensure that they are aligned with strategic and business objectives, are properly drafted, and effectively implemented. Additionally, employee handbooks will have to:
From this perspective, employee handbooks will continue to play an important role in communicating with and providing information for employees.
Employee handbooks have become a valuable tool in providing important information to employees. Handbooks describe what employers expect of their employees, and what employees can (should) expect from their employers. Handbooks provide critical information about their employers, workplaces, and HR policies and procedures, and describe how employees are expected to fit in.
Additionally, employee handbooks formalize the mutual expectations of organizations and their employees. In delineating these expectations employee handbooks create opportunities and risks for employers. Handbooks provide organizations with the opportunity to enhance the value of their human capital, make their organizations more competitive, and improve individual and organizational performance.
Conversely, handbooks can impede the achievement of business objectives, increase employment related liabilities, and reduce managerial prerogatives by making promises or commitments to certain procedural safeguards that the organization did not intend to make. As noted in the recent memorandum from the General Counsel of the NLRB: incorrectly designed employee handbooks can violate the law and have a “chilling effect” on employees’ activities.
Thus, employee handbooks increasingly provide for employers the opportunity to make their workforce more committed to and supportive of organizational goals. At the same time, they also provide the basis for employees’ legal action and can significantly reduce employees’ commitment to organizational success.
Thus, employee handbooks will increasingly have to ensure that they are aligned with strategic and business objectives, are properly drafted, and effectively implemented. Additionally, employee handbooks will have to:
From this perspective, employee handbooks will continue to play an important role in communicating with and providing information for employees.
Ronald L. Adler
Ronald L. Adler, president of Laurdan Associates Inc. has 42 years of HR consulting experience and has served as a consulting expert on work force, workplace, and HR management issues for The Wall Street Journal, HRMagazine, and other publications and newspapers across the country. Mr. Adler's research findings have been used by the Federal Reserve Board, the EEOC, the National Conference of State Legislatures, the National Federation of Independent Business (NFIB), insurers, and international organizations.Mr. Adler is a frequent lecturer and author on HR management, employment practices, and UI issues. Mr. Adler is the author and editor of the Employment-Labor …
AI in Everyday Work – help with Microsoft products
Develop People Intelligence: Is Your Communication Style as…
The Impact of Artificial Intelligence on Your Workforce
How to Document Employee Discussions and Why it is Important
Risk Analysis in the Medical Device Design Process
2025 EEOC & Employers: Investigating Claims of Harassment …
Navigating FDA Inspections: From SOP to 483
2-Hour Virtual Seminar on DeepSeek R1 for Business and Mark…
The Anti-Kickback Statute: Enforcement and Recent Updates
How To Get Control of Your Day, Life & Career - Time Manage…
AI Across the Business: Practical Use Cases for Founders an…
Introduction to Microsoft Power BI Dashboards
Female to Female Hostility @Workplace: All you Need to Know
6-Hour Virtual Seminar on Learning the Highlights of Excel …
FDA Recommendations for Artificial Intelligence/Machine Lea…
Writing Effective 483 and Warning Letter Responses
Leadership: Strategic Planning and Decision Making
Language is Code - Intro to AI - Generative AI - ChatGPT an…
Writing Techniques for Auditors and Risk Management Profess…
Gossip-Free: Leadership Techniques to Quell Office Chatter
Do's and Don'ts of Giving Effective Feedback for Performanc…
Retention Starts Here: Stop Losing Your Critical Talent and…
Do's and Don'ts of Documenting Employee Behaviour, Performa…
4-Hour Virtual Seminar on Audit Proofing your Payroll Opera…
Understanding EBITDA – Definition, Formula & Calculation
2-Hour Virtual Seminar on DeepSeek vs ChatGPT AI for CPAs a…
Construction Lending And Real Credit Administration: Evalua…
How the OBBB Act will Impact Immigration Enforcement! Preve…
2-Hour Virtual Seminar on Outlook - Timesaving Tips and Tri…
Leadership Upskilling: Don’t Just Manage; Lead with Influen…