Drafting Company Policies in Florence & Myrtle Beach, South Carolina
Drafting company policies has become one of the challenging aspects of running a business in South Carolina. After all, nearly every aspect of the relationship between employees and employers involves South Carolina law. Federal, state, and local laws impose legal requirements on almost any type of employer handbook or procedure manual. In our fast-paced world, it’s easy to create a handbook without taking the time to examine it from a legal standpoint.
However, it is always smart to work with an experienced South Carolina Business lawyer who can review your business’s company policies. At Willcox, Buyck & Williams, PA, our law firm has helped South Carolina businesses for over 100 years. We can conduct a thorough review, and when needed, update your business documents. By working with our legal team, you will likely save money on future legal expenses, save time, and minimize the complications of legal challenges from employees and state and federal agencies.
Company Policy Drafting and Review in Florence and Myrtle Beach
At Willcox, Buyck & Williams, PA, our business lawyers provide clients with cost-effective legal solutions for their human resource challenges. We have a long history of helping South Carolina businesses by offering the following services:
- Drafting employee handbooks, procedures manuals, and policy statements
- Updating employee handbooks, procedure manuals, and policy statements
- Creating policies that address a company’s specific human resource needs
- Ensuring local, state, and federal compliance with company policies
- Conducting audits for wage and hour policies to ensure they meet applicable regulations
- Writing training curriculum for managers, human resource employees, and supervisors
- Creating procedures for employee discipline
- Assisting management with employee disciplinary matters according to company policy
- Auditing human resources practices
- Preparing written recommendations as to best practices for human resource processes
- Create employer policies regarding leave of absence request
- Create policies regarding making accommodations for employees with disability
Drafting an Employee Handbook in South Carolina
In today’s litigious business environment, employee handbooks are essential tools in South Carolina workplaces. Well-written employee handbooks inform employees of business expectations, procedures, and policies. Properly drafted employee handbooks can help businesses limit their risk of litigation should a dispute with an employee arise. At Willcox, Buyck & Williams, PA, our lawyers have an in-depth understanding of South Carolina and federal employment law. We use this experience to draft employee handbooks that comply with all relevant laws. Our legal team meets with our clients and listens to their needs and goals. We draft employee handbooks that reflect the culture and values of the business while meeting all relevant legal requirements.
The Importance of Drafting Company Policies in South Carolina
Well-written employee handbooks protect employers from liability and inform employees about company expectations. Employee handbooks should address employee disciplinary policies. These policies can protect businesses from unemployment claims and minimize liability for the following types of sexual harassment and discrimination.
Under federal and South Carolina law, employers can face liability for discrimination based on national origin, age, race, religion, disability, and sexual orientation. Indeed, well-written South Carolina employee handbooks should address the following:
- Dispute resolution
- Standards of conduct
- Conflicts of interest
- Confidential information and trade secrets
- Computers and technology
- Employee benefits
- Anti-discrimination policies
- Leave policies
- Media relations
- Standards of conduct for employees
- How work schedules are created and shared with employees
Creating An Effective Sexual Harassment Company Policy
Sexual harassment charges can devastate a company. The legal expenses and time it takes to litigate a sexual harassment charge can be detrimental. The first step an employer needs to take in preventing sexual harassment claims is creating a written policy that prohibits harassment. The written employee handbook should include the company’s sexual harassment policy. Employers should distribute the policy to all employees regularly.
Creating a Company-Wide Employee Discipline Manual
Disciplining employees is not a pleasant process, but it is a reality for all South Carolina employers. South Carolina employers regularly need to discipline employees for minor infractions such as showing up late as well as severe offenses requiring termination of employment.
By setting up a disciplinary procedure, you will make the employee disciplinary process less painful, and you can avoid possible legal complications. An employee discipline policy manual should include the following:
- A code of conduct that sets forth acceptable and unacceptable behavior for employees
- A statement of what the business expects to achieve by the disciplinary process
- A list of penalties the employer will enforce for standard code of conduct offenses
- The standardized employee disciplinary procedures and processes
- A statement that employees can expect to receive a quick response to violations
- The procedure for filing an appeal and the hearing process, if applicable
- A reservation of rights statement stating that the policy is a guideline
Creating a Written Discipline Policy in South Carolina
Many small businesses and new businesses may not have a detailed disciplinary policy. Creating a progressive discipline process for employees can be helpful. Most progressive discipline processes include the following:
- Oral warnings
- Written warnings
Creating a thorough progressive discipline policy benefits employers and employees for the following reasons:
- Both parties know the discipline imposed for a specific work rule violation
- Employees will understand that the degree of discipline will be more significant for repeated violations
- Employers will treat all violations essentially the same
Should employers give employees a “clean slate”? Some written discipline policies state that after six months pass without an infraction, the employee will get a “clean slate.” After that time, should an employee receive an infraction, he or she will start the process again. No two disciplinary systems are the same. At Willcox, Buyck & Williams, PA, our lawyers work with clients to create unique company policies that meet their goals and needs.
Contact Our Law Firm to Begin Drafting Your Company Policies
The law firm of Willcox, Buyck & Williams, PA, has helped South Carolina businesses for over 100 years. If you need to create or update your company policies, we can help. Contact our law firm today to schedule your initial consultation.