At Jasmin Group we've been diligently assisting our clients with their human resources requirements, particularly focusing on the pivotal employee handbook. The employee handbook stands as one of the most crucial documents for any business establishment. It's a dynamic document that necessitates regular attention, at the very least annually, to ensure it remains up-to-date. We recommend scheduling a comprehensive review, making necessary edits, and conducting training sessions to ensure all employees are well-versed with its contents. To aid you in this process, we've compiled some common questions that may assist you in either creating or revising your handbook:
*Is an employer required to pay for employee travel time to and from a conference when the employee is required to attend a conference away from home?
The answer to this question hinges on several factors, including federal and state labor laws, employment contracts, and internal policies. The Fair Labor Standards Act (FLSA) addresses travel time and time spent at conferences. In general compliance with federal law necessitates employers to compensate employees for all hours worked, including travel time and time spent at the conference if it falls within normal working hours. It's imperative to have a robust employee handbook that provides clarity on such matters, as travel time often remains ambiguous for employees.
*Our organization, located in Washington State, is currently reviewing our employee handbook. Are there any updates to federal or state employment laws that we should include?
We highly recommend that organizations and businesses conduct an annual review of their employee handbooks, and we commend your proactive approach. Each year it's crucial to review key areas such as minimum wage (if specified), paid sick leave requirements, nondiscrimination policies, workplace harassment protocols, and remote work policies. Additionally, two policies worth noting, which many companies may overlook, are the natural hair protections policy in Washington State and remote working policies (particularly if your employees work outside the state) as this could entail significant additional work and expenses for your organization.
*We are in the process of creating an employee handbook and are considering hiring an attorney for assistance. What should we consider about this approach?
Attorneys can offer invaluable guidance and support for your business. At Jasmin Group we recommend that you draft your employee handbook initially to ensure it reflects your company's culture and values. Additionally, ensure that the language used is appropriate and comprehensible, ideally written at a 7th-grade reading level. Hiring an employment law attorney to review your handbook from a business protection perspective is advisable. Emphasize that you wish to retain the handbook's alignment with your company's values and culture, and that it remains understandable for all employees.
*How can we effectively communicate updates or revisions to the employee handbook to ensure all employees are aware of the changes?
We recommend conducting an annual review of your employee handbook and implementing necessary changes. Ensure all employees are informed that these revisions occur once a year. Allocate time in your staff meetings to highlight the modifications, and distribute the latest version of the handbook to employees. It's also prudent to have employees sign an acknowledgment each year, confirming that they have read and understood the handbook. In cases where significant changes are made, consider developing a training program to review these updates comprehensively.
Jasmin Group is dedicated to assisting your business with its Human Resources requirements, whether it involves crafting a draft employee handbook or reviewing your existing one. Contact us today for a consultation.
