It is imperative that employees have a company handbook (aka company behavior policy, company code of conduct, etc.). Although some of these topics may seem like common sense, an employer should still identify the following provision directly in the company handbook:
No Harassment of Other Employees, Managers or Clients
This provision should indicate in straightforward terms that harassment will not be tolerated. Harassment occurs when there are unwanted advances toward another employee, manager or client; or, when there is unwanted communication or verbal assault. Company’s want to make sure that their managers abide this rule very strictly, because otherwise it could face litigation under a state or federal anti-discrimination provision.
No Destruction or Theft of Company Property or Employee Property
This provision should state that the company will not tolerate any destruction or theft of company or employee property. This applies in all contexts, no matter how small or insignificant the item may be.
No Verbal Threats or Physical Intimidation
This provision ensures that the workplace is safe and comfortable for all employees. This means preventing any kind of threats or physical intimidation. If this type of behavior goes unrestricted, then the possibility of workplace violence increases.
No Unauthorized Use of Company Secrets or Confidential Information
This provision should state that all proprietary information belongs to the company and it is not something that should be stolen or traded. Additionally, this topic should also be stated clearly within the employment contract.
No Interference with an Employee’s Work/Performance
Depending on the industry (e.g. sales, commission-based, etc.), competition amongst employees is sometimes present which may cause employees to go so far as to sabotage another person’s work/performance in order to achieve success. This policy must make it clear that this type of behavior will not be tolerated – reward drive and punish dishonesty. If an employee is caught violating this prohibition, the penalty should be demotion or termination.
These are only a few of the more essential provisions of your company handbook, but there are other topics which must be added to the handbook to ensure that a workplace remains healthy and that costly litigation is prevented.