When handling workplace issues, employers evaluate each situation based on the company’s implementing policies and practices, which are usually established in the company handbook. Similarly, employees rely on those written policies to enforce their rights. Having clear rules allows both parties to settle workplace issues objectively.
Updating policy manuals is customary
Work environments are everchanging. As years go by, your business may face issues like financial difficulty, changes in the labor market or an economic collapse. Moreover, internal reasons, such as rules no longer applicable or unfamiliar workplace issues, are additional challenges you can face as an employer.
Hence, you must make critical decisions to save your company, including revising policies and practices. Updating policy manuals is common in the workplace. You have to adjust and keep the company rules and regulations applicable to current situations. Otherwise, the lack of appropriate policies can create more challenges for the company.
Letting your employees know
While you, as an employer, can change company policies as necessary, you have an obligation to let your employees know about the changes. Taking time to present the new or changed policies and opening the floor to questions can help minimize negative reactions from your employees.
Knowing what you can and cannot change
As an employer, you can set written expectations and establish internal policies in the workplace. However, there are policies that you cannot revise. New York requires employers to include specific federal and state employee policies in their handbook. You cannot remove or change these policies unless those laws change too.
Developing and implementing company policies in the workplace is essential to a business’s success. One wrong move and you might face legal repercussions, especially if your employee’s rights are heavily affected. Proper research and competent guidance can help you avoid these challenges.