Avoid Common Employee Handbook Mistakes With Help From MOTiiV

Managing a dealership can offer several challenges, and it’s always best to think about your dealership as an office just like any other. As dealerships evolve over time, there are some basic considerations to employ when managing a dealership team. For one, “get it down in writing” is the mantra you should use when crafting a good handbook for your dealership. Having a good employee handbook example for a car dealership can benefit a team in more ways than one. Some common sections are intuitive like PTO, payroll, and other common/necessary elements to any office. But when a dealership doesn’t have a developed human resources department just yet and wants to create a handbook, there are some commonly forgotten sections to add that could not only improve the work-life of your employees but make your job easier managing a dealership.

Future Changes Should Be Allowed

The owner should reserve the right to make any changes in the future regarding the handbook, and that should clearly be stated upfront. Go ahead and add a clause to your handbook now that any changes can be made to the handbook in the future, with the employee’s notice of course. This covers any incident where the policies you have in place can be edited or updated while avoiding legal backlash or other trouble issues.

Get Signatures That The Handbook Has Been Read

Put another way, get a read receipt for your handbook. This will help the owner avoid any trouble regarding whether employees are held accountable for a document that they have confirmed to have read. The easiest and most common way to do this is to have a signature page with a date upon receipt of the handbook, along with ramifications for not confirming its receipt. This is in the best interest of the owner, to require from new hires or updates to the current handbook.

Computers & Use Of Technology

Other than obvious items to include like company property (the computers provided, cell phones, printers, etc.), it’s good to decide what uses are allowed and which are fireable if at all regarding company technology. This can range from streaming music and movies to using social media. Both are common and recommended since those are issues that come up more and more as employees spend more time on company property computers. It’s also good to include email privacy (or lack of it) regarding the employer being able to read employee emails and accountability therein.

State Law Differences

An increasing need for clarity and inclusion of state law differences and policies have arisen in the new century. One cause for this is the rise of remote work and interstate employment of offices that may be owned by entities in other states, or have employees with different state laws. As companies grow, satellite offices might pop up in other states that make for unique requirements. This is best tackled through legal help, but consideration should always be there if employees are in multiple states and are under unique obligations because of it.

The Company’s Story

This is not a legal matter necessarily but does add as support for the growing need for company culture enrichment. As we enter a new decade, there is a current trend of including the definitive story of a dealership along with some information about its founder. This can have several good uses, but one significant use is the introduction to all relevant information about a company in one place. Employers and employees will benefit from feeling part of a shared story. Easily added as a complement to the mission statement or statement of purpose, including the company story in the employee handbook is highly recommended.

Avoid Common HR Mistakes With Help From MOTiiV

Connect with MOTiiV today to learn how to build a solid team culture at your car dealership. Let the HR experts at MOTiiV help consult your team to get better results and build a healthier organization with education on the latest trends and best practices in human resources.