Use These Guidelines to See if an Employee Policy Manual is Needed…….

 A policy is necessary:

• if the actions of employees indicate confusion about the most appropriate way to behave (dress codes, email and Internet policies, cell phone use etc., etc.),
• if guidance is needed about the most suitable way to handle various situations (standards of conduct, travel expenditures, purchase of company merchandise),
• when needed to protect the company legally (consistent investigation of charges of harassment, non-discriminatory hiring and promotion),
• to keep the company in compliance with latest Federal and Provincial governmental policies and laws
• to establish consistent work standards, rules, and regulations (progressive discipline, safety rules, break rules, smoking rules), and
• to provide consistent and fair treatment for employees (benefits eligibility, paid time off, tuition assistance, bereavement time, jury duty).

There may be other reasons, additionally, for why you may want to develop a policy. Remember, though, that one employee's poor behavior should not require a policy that will affect all other employees.

Articulate the Goal of the Policy

Once you’ve determined that a policy is necessary, determine the goal you want to accomplish in writing the particular policy. When possible, you will want to tell employees why the policy is being implemented. You need enough details in the policy to make the company’s position clear, yet you can never hope to cover every potential situation addressed by the policy.

Chris Wilkinson.                              

Certified Business Behaviour & Attitudes Analyst.               

Business Coach.

Tel: (905) 275-2907 (Mississauga).

E-mail: buspilot@bell.net