2021 is (finally) here! Have you updated your Employee Handbook? Here are several topics to consider as you update your handbook for the new year:
1. Including COVID-19 policies in the handbook?
Carefully consider the benefits and challenges of embedding your COVID-19 policies into your Employee Handbook. While obtaining a single employee acknowledgement form and having a central location for all policies can be helpful, COVID-19 policies are also lengthy, contain expiration dates, have locality specific differences, and have been changing frequently. Consider what is best for your company as you update your handbook.
2. Teleworking policy?
Prior to the COVID-19 pandemic, you may have not had a teleworking policy, or had a separate policy outside of your handbook. With so many employees now working remotely, you should consider adding this policy to your Employee Handbook. When creating your teleworking policy, be sure to consider all work from home logistics such as timekeeping impacts, expense reimbursements, and safety. In addition, you may also need to consider legal implications if you allow employees to remotely work in locations where you do not conduct business.
3. Mandatory Policies?
Finally, remember there are certain federal and state or local laws that require policies to appear in the handbook. The new year is a good time to review your FMLA, at-will, harassment, and discrimination policies as well as state and local laws to ensure all mandatory policies appear accurately in the most current version of your Employee Handbook.
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