Employee Handbook An employee handbook greatly reduces your liability by outlining your company policies, providing a reference for employees, and documenting the delivery of information such as your code of conduct. Your handbook may include polices on topics such as sexual harassment, discrimination, federal compliance issues, acceptable Internet usage, and drug and alcohol abuse. It lets your employees know what is acceptable and what is not acceptable.  In the eyes of the court, it doesn't exist unless it's in writing. An Employee Handbook can reduce your unemployment insurance costs when it is used to deny unemployment benefits to an employee terminated for violating a written policy.   It will also be your best defense against unreported claims of workplace wrongdoing by communicating a clear and consistent reporting policy. Employees most often complain about a lack of communication.  They want to know what their benefits are, what the vacation policy is, and where they go to get answers.  An Employee Handbook serves all of these purposes and also serves as a vehicle for delivering company specific information. Let new employees know what your values are, what your motto is, how to treat your customers, and what you expect from them in your employee handbook. Safety Program An effective safety program raises awareness through a consistently delivered safety message, has the support of management, holds employees accountable for safety performance, complies with federal and state regulations, and has one goal—to prevent injuries and accidents. Eliminate any fear of OSHA or the D.O.T. by complying with the regulations that apply to your business. At least minimize your exposure by taking care of the most commonly cited violations.  Reduce worker's compensation costs and vehicle accident costs by creating a culture of safety.  A Safety Program is positive for everyone. It saves your company money and creates a safer work environment for your employees. Drug Free Workplace Save 7.5% annually on your worker's compensation insurance by becoming a Drug Free Workplace. It is easier than you think. You do not have to do random drug testing if you prefer not to, and the whole process can be completed in 60 days. Fifty percent of all workers' compensation claims are related to substance abuse in the workplace. Substance abusers have 300% higher medical costs, and substance abusers are 2.5 times more likely to be absent eight or more days a year. If you want to have employees with their minds on delivering the best service, and if you wish to have a safer workforce, a Drug Free Workplace is for your business. MPG will provide a written policy, help you make arrangements with a drug-testing facility, and deliver training to managers and employees to satisfy the requirements of becoming a Drug Free Workplace.  Once we have completed the steps, you send in an application, receive your certification, and present the certification to your insurer to start your savings on worker's compensation insurance. Supervisory Training Program Employees either stay or leave because of their supervisors. Just as a customer judges a business by the quality of interaction with its contact personnel, an employee judges a business by the quality of interaction with his/her supervisor. Untrained supervisors can wreak havoc on a growing business, while professionally trained supervisors and managers can positively impact your business in every way. It is easier to make succession decisions and to take on new challenges when you have a productively managed workforce. MPG focuses on practical applications, not on generic concepts. All of our training is tied to the specific goals of your business.  Let MPG deliver and document your training efforts this year in supervisory and management development, safety and OSHA compliance, harassment and discrimination, Drug Free Workplace, and other pertinent issues. Separate Driver File System If your business has employees who operate vehicles that weigh over 10,000 lbs, you are supposed to have driver qualification files kept separately from your personnel files.  The Department of Transportation (DOT) evaluates three main things when they audit a small business: (1) Driver Files (2) Drug Testing Program (3) Vehicle Maintenance Records. Setting up separate driver files is the first step toward DOT compliance and the first step toward hiring better, safer drivers.  The file requires more than a specific application, a drug test result, a physical, and a motor vehicle report. Let MPG help you get a handle on your current liability and help you set up a system to keep your driver files up to date. Then we will tackle the Drug Testing Program and the Vehicle Maintenance Records.