Most employers view employee handbooks as an afterthought. Something that needs to be created or updated, but that repeatedly ends up on the back burner as other, more important tasks come along.

However, as one of the top medical staffing agencies in Sacramento, Pacific Staffing knows an employee handbook is critically important for every healthcare organization – large or small – to have.

Consider this statistic: In 2010, there were 99,922 Equal Employment Opportunity (EEO) lawsuits filed, more than a 7% increase from the previous year. And a comprehensive employee handbook is one way to protect your organization from this ever-increasing liability.

Here are a few more reasons why you need one:

  • Employees receive consistent information about workplace rules.
  • Employees learn about what you expect from them and what they can expect from you.
  • Employees learn about consequences of breaking organizational rules or not meeting expectations.
  • Employees are educated about their rights as employees and your rights as an employer.
  • Employees are educated about the organization’s mission, vision, and values.
  • It saves management time by offering employees a go-to resource for their workplace and HR-related questions.

That said, not all employee handbooks are created equal; some are comprehensive and highly effective, while others are ripe with mistakes.

So what are some of the common mistakes employers make with their handbooks? Here’s a look at 8:

  1. Not having an employee handbook at all.
  2. Creating a generic and vague employee handbook.
  3. Not including a confidentiality agreement and guidelines about maintaing patient privacy.
  4. Not reviewing and updating the handbook at least once a year, or every time there is a significant change in policy, procedures, or legislation that employees need to know about.
  5. Using risky language, such as “permanent employees.”
  6. Not including a disclaimer informing employees that the handbook is not a contract.
  7. Highlighting rules and regulations that aren’t enforced in the organization.
  8. Not including vital information such as your company’s sexual harassment, social media, and discrimination policies.

The bottom line is that employee handbooks are more important than ever in today’s litigious society. And yours shouldn’t just be a boilerplate handbook; it should reflect your unique organization, its policies, and the state and federal laws that govern it.

If you have questions about creating an employee handbook – or other HR-related concerns, give us a call. As as one of the top medical staffing agencies in Sacramento, Pacific Staffing can take some of the headaches out of your staffing and HR function, so you can focus on running your healthcare organization. Contact us today to learn more.