No Legalese … Just Employee-Friendly Language.

We won’t repeat it here, but you’ve probably seen a typical personnel policy — it goes on and on, line after line of incomprehensible legal jargon. Necessary, perhaps, for large corporations with complex personnel structures, but overkill for small businesses.

We think there is a better way to write these policies, and it’s been proven over the years with manuals we’ve written for many other companies.

Plain Language is Always Best

You’ll find the big brother of every policy from Your Employee Handbook in manuals for larger companies. The difference:

Our editor has written the policies you need in everyday,
business-oriented language that any employee — or employer — can understand instantly.

An amazing thing then became apparent…

In addition to being easy to read, the policies in Your Employee Handbook don’t sound “hostile” to your employees.

And a friendlier, more reasonable-sounding handbook helps promote higher levels of compliance, better performance, and more loyalty to your company, than a hostile, legalistic approach.

Yet Your Employee Handbook is legally sound. All the bases are covered from an employment law perspective.

Sample Policies

The following policies are taken directly from Your Employee Handbook for Offices as an example:

Problem Resolution

In our experience, when employees deal openly and directly with management and other employees, the work environment can be excellent, communications clear and attitudes positive. In most cases, problems occur through communication breakdowns and misunderstandings. In developing this policy, an open work place was our goal.

If an employee needs assistance in negotiating a resolution, he should make an appointment with his supervisor. The president is also available to explain this policy, assist in negotiating a resolution and performing the role of employee advocate.

Problems with Co-Workers

If an employee has a problem with a co-worker, he should talk with that employee and try to solve the problem. If a resolution cannot be found, both employees should bring the problem to their supervisor. The supervisor will work with the employees to determine a resolution. The decision of the supervisor is final.

Problems with Employees in Another Department

An employee having problems with a staff member from another department should bring the problem to his supervisor. The supervisors of the two employees will discuss the problem. A resolution will be made after both employees are jointly interviewed about the issue. If the supervisors are unable to resolve the dispute, they will discuss the problem with the company president. The decision of the company president will be final.

Problems with Equipment or Systems

Employees having problems with equipment or systems should bring it to the attention of their supervisor. The supervisor will resolve the problem. If additional company resources are required, the supervisor will discuss the issue with the heads of other involved departments. Together, the department supervisors will create several possible solutions and present it to the company president for approval.

Problems with Policies

If an employee has a problem with a company policy he should seek clarification from his supervisor and submit a plan for resolution. If the supervisor believes a resolution can be adopted without violating the spirit of the company policy, he may do so. If the resolution would violate a company policy, the plan must be submitted to the company president for approval. The decision of the company president is final.

Problems with Your Supervisor

If an employee is having problems with his supervisor he must first go to the supervisor and state his problem. Solutions to the problem will be created by both the employee and supervisor. If the problems are of a serious nature involving abuse, discrimination, or harassment by the supervisor, the employee will present his problem in writing to the company president. The president will investigate the complaint according to policy and a resolution will be found. The decision of the company president is final. Employees are not terminated for making a complaint against their supervisor. However, providing false information or complaints may be subject to discipline.

Conflict Resolution Form (CRF)

Conflict Resolution Forms are used by employees and supervisor to document all employee disputes. Supervisors are required to complete this form and provide a copy to the company president and the disputing employee.

Want to compare how a well-edited policy reads next to a long and windy policy? Click HERE.