Congratulations! Your business made it to the year 2022. Your business survived nearly 2 years of COVID-19. You adapted your business to navigate shut-downs, quarantines, school closures, masking requirements, the COVID-19 vaccine rollout, COVID-19 variants, changing consumer sentiment, the great resignation, and a host of new laws, policies, regulations, and executive orders that were adopted, repealed, changed, and updated at lighting pace. Remember Families First Coronavirus Response Act? That law, which threw many businesses for a loop, expired over 1 year ago! I know, that makes me feel old too. However, you conquered all of that, and more, during 2020 and 2021 and you are ready for 2022!
. . . . . . . Not so fast, when was the last time you reviewed your employee handbook?
As we try to anticipate the next emergency and worry how to adapt, do not forget the basics – one of which is your employee handbook. The new year is always a great time to revisit your employee handbook, shore up record-keeping practices, and clearly communicate the expectations and responsibilities in the workplace to employees.
You may have new faces in the workplace, you may have learned some lessons from the past year that you want to incorporate in your employee relations, or you may simply want to update your handbook to account for changing laws. Whatever the reason, businesses should revisit their handbook on at least a yearly basis.
If you do not have a handbook, now is the perfect time...
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