If we had harbored any of that sentiment ourselves, it was quickly dispelled when we sat down to talk with Jonathan Landesman, a specialist on employment law at Cohen Seglias, a Philadelphia-based firm known for its depth of experience in construction law.

Landesman, who heads the firm’s labor and employment group, smiled knowingly when we observed that a majority of contractors would regard an employee handbook as a luxury they could forego until their service and maintenance business was further along.

What’s important about an employee handbook?

We had set out on a fact-finding tour to size up the present state of affairs in the realm of employee handbooks. Our thesis was, if the grand objective of service and maintenance contractors is to continue to develop and grow their business, they are especially in need of an employee handbook as they keep recruiting and hiring electricians. After all, being able to present new hires with an employee handbook ought to be a best practice in orienting them in their onboarding process. What better way could there be to convey the essentials of a company’s culture?

“It’s a great way to welcome new employees and certainly the best way to communicate policies and procedures,” Landesman said. “It’s also a useful tool in an exit interview with a departing employee.”

When we pointed out that, because they tailor their operations to meet the needs of a variety of customers, including commercial, industrial, institutional, government, transportation, residential and many others, electrical service and maintenance contractors’ organizations are unique.

“We know that’s very true, based on our experience with literally hundreds of firms. With employee handbooks, one size does not fit all,” he said.

“That’s also a reason to stay away from generic handbooks like the ones you’ll find online. Don’t go for cut-and-paste handbooks. And by all means, don’t borrow and copy some other company’s handbook,” Landesman said.

He pointed out that, depending on the number of employees—say, 15, 20, 50 or 100—different legal requirements kick in. As companies grow, their employment law obligations also change.

Beyond complying with government-­mandated legal requirements, most companies issue handbooks to put their own policies and procedures into writing. But Landesman always emphasizes to include only policies and procedures businesses truly intend to enforce.

Landesman took us on a tour of a long list of categories that ought to be incorporated into any employee handbook, starting with the concept of “at-will employment,” which he termed the default legal framework for employing anyone in the United States, subject to state law exceptions.

Below are some of his recommendations:

• • • Harassment and discrimination (and how to report them)
    • Paid time off (and how to accrue it)
    • Leaves of absence (and how federal, state and local laws affect them)
    • The Family and Medical Leave Act (and how to coordinate it with other coverages)
    • Employee benefits (and how details ordinarily subject to change should not be included in a handbook)
    • Hours and attendance
    • Overtime (and any needed prior approvals)
    • Wage payment (and how failure to pay can create personal liability for managers)
    • Employee conduct (and how to list prohibited conduct)
    • No solicitation or distribution (and the importance of consistent enforcement)
    • Safety and security (and the right to search personal property brought into company areas)
    • Drug testing (and dealing with medical marijuana, where legal)
    • Information and security (and express confidentiality requirements)
    • Electronic communications (and “no right to privacy” when using company assets)
    • Termination of employment (and practical issues when someone leaves)

After running down the list of all these subjects that are often at the center of legal actions, Landesman added that there were other often-problematic kinds of company policies—such as dress code, grooming and appearance—that should be included.

Any electrical service and maintenance business with serious plans to grow ought to have a professionally produced employee handbook as a requisite part of their planning process. Should it save the time, cost and aggravation of just one matter that it has nipped in the bud, the investment will have a significant return.

If you have questions or need assistance with your employee handbook, Landesman said he would be happy to help. Contact him at jlandesman@cohenseglias.com or (267) 238-4726.