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Get Ready for 2016 – Employee Handbook


Getting ready for 2016?  Don’t forget about your employee handbook!  Don’t have one?  No problem, I would be glad to help you create one.  Not sure the last time your handbook was updated?  OK, go get the handbook from your bottom file drawer, wipe off the dust – if it is more than one (or two) years old without a review, then it’s time for an update.

Clients often share with me that they don’t “like” handbooks or they don’t “need” them.  That always confuses me because why wouldn’t you want a handbook?  A handbook performs two simple, yet very important, functions.  One – it tells the employee what they can expect from the company (benefits, payday, etc) and Two – it tells the employee what the company expects from them.  Why would you not want to share that with an employee and set expectations?! 

Handbooks can help win unemployment claims and can often help provide legal protection in the case of an employee lawsuit.  Handbooks, if written and executed correctly, actually help protect you as the employer.  And they help set the culture of your company.  It’s a win-win!

I have one goal – I treat my clients as I would want to be treated.  Let me help you reinforce the culture of your company and limit your risk.  Start 2016 off right with a new or updated employee handbook, contact me today to schedule a consultation at 843-691-9092.



Sarah Zasso is the Owner/Principal HR Consultant of Sabeza HR (, a Human Resources Consulting and Recruiting company serving the United States.  Sarah has almost 15 years of Human Resources experience, achieved both the SHRM-SCP and SPHR certifications, earned a Bachelor’s degree in Organizational Leadership and Communication, and currently serves on the Board of the Coastal Organization of Human Resources.  If you have any questions or would like to schedule a consultation, please do not hesitate to contact Sarah at [email protected].  


This article is for general information purposes only.  I am not an attorney; accordingly, the information presented is not legal advice, and is not to be acted on as such.

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