Updating your Employee Manual
There is a major difference between an Operations Manual and an Employee Manual.
We’ve talked about updating the Operations Manual already and I hope you’ve taken the opportunity to schedule the meeting to update.
Today, let’s dive into updating your Employee Manual to set your practice up for success this year!
Start by contacting an employment lawyer in your state or a company like CEDR. They’ll ensure your manual complies with all state and federal employee law requirements.
Next, update your manual to reflect company compliance standards for every aspect of your team’s working environment. Include clear guidelines that address expectations and help your team thrive.
Be sure to handle:
- Team member attire, are there any changes to this coming up?
- Company observed holidays for the upcoming year. Consider specifying the dates that will be taken off. For example, Presidents Day falls on a specific Monday and not the same date of the month yearly.
- Reimbursement situations, if applicable.
- CE options through the company, if applicable.
- Demeanor and “how we present” expectations.
- Company Core Values, Mission and Vision statements.
- Any required updates for company photo releases for team members.
- Cell phone or phone call expectations.
- How to represent the practice.
- What to do in an emergency.
- Emergency contact information.
There are many important things that go into an Employee Manual; it should truly teach your team members how to be a functional and successful member of your practice. Expectations clearly laid out and a path to easily follow for truly WINNING in their position!
For more tips or info, reach out! We have templated versions of the Employee and Operations manuals. Let’s connect! Schedule a call.
Again, we do recommend all state/federal laws be checked through a company like CEDR or a specific lawyer. For more tips, check out our latest episode!
