Category: employee policies

Employee Handbooks for Construction Companies

Eric Lorenzen

We design professional-grade Employee Handbooks for construction companies, customized to your specific situation. We handle the whole process, from consult to completion, crafting your employee policies into a comprehensive written manual. The final result: a custom Construction Employee Handbook that’s ready to distribute to your team

You have enough work on your plate, as does everyone in your office. Let Us take care of this for you.

3 Reasons to get a Custom Employee Handbook

“Very thorough and took the time to understand my business.”

Roger B

1. A Complete and Comprehensive Service

We design employee handbooks that meet each client’s needs and wants. We do a thorough review of your current policies and we take the time to understand what you need to get into writing. When we’re done, your new policy manual will be ready-to-use.

Compared to trying to create a handbook by using a template or a software program, you will:

  • Save 120 labor hours (or more) on research, formatting, and editing
  • Save hundreds of dollars in labor costs
  • Save the headaches of trying to understand what applies to your business and what doesn’t

2. Compliant with Federal, State, and Local Laws

We design employee handbooks that comply with the laws for your state, industry, and employee count. All of the core employee policies that we use have been reviewed by one of the country’s leading labor law firms.

Your employee policies will be clear, concise, and complete:

  • Define employee benefits such as PTO, vacation, sick leave, and  holidays
  • Establish employee behavior standards, including dress code, customer interactions, and use of company property
  • Clarify mandatory policies such as at-will employment, anti-discrimination, and overtime rules

3. Customized to your Specific Business

We design employee handbooks that reflect each client’s unique culture and priorities. We customize policies to match your established rules and benefits. We also add policies to reflect your specific niche in the construction industry. Are you doing new construction and/or remodeling? Are you a design & build firm or you a company focused on retrofitting and upgrades? Each niche has its own unique approach to employee policies and work environment. We will make sure your Construction Employee Handbook reflects your business needs and wants.

Your custom employee handbook will capture specifics like:

  • Phone, text, and social media rules
  • Vehicle safety, business expense reimbursements, and heat exposure
  • Jobsite security and client privacy

“The service was excellent. Eric always got back to us in a timely manner, and was extremely professional.”

Leslie O.
Custom Employee Handbook

We offer a complimentary 20-minute phone consult, where we discuss your needs
and determine pricing for your customized employee handbook for your construction company.
Go ahead and Pick the Day and Time for your free phone consult with Eric.

Schedule Phone Meeting
5 Steps to an Employee Handbook by New Wind

Each employee handbook is custom designed for that client, with a unique mix of policies to reflect that construction company’s particular standards and priorities. There are 5 steps to the process of getting a completed employee handbook:How long does it take to complete a custom employee handbook? Each project has its own timeline. It may take two weeks or two months- the timing really depends on the client. We want to complete your project in a timely fashion, but we also understand that some clients need time to decide on things, so we will not rush you. On our end, we promise prompt and professional response times.

“I like that you guys did all the work! Made it super easy for me.”

Genessy R.

Get Started with New Wind

We offer a free phone consult. You have nothing to lose except twenty minutes of time as we talk about your business pains and how we might be able to solve them.

This is a get-to-know-each-other meeting where we establish a firm price for designing an employee handbook for your organization.

This is also an opportunity for you to find out if New Wind is the right business consultant for you. We want it to be a good fit between us. So let’s talk and we’ll see where it leads. Go ahead and Pick the Day and Time for your free phone consult with Eric.

Schedule Phone Meeting
What is the Price for a handbook

How much does it cost to get a professional employee handbook? That’s a fair question. We offer three types of handbook designing services: Pro Grade Employee Handbook™, Pro Grade 50 Employe Handbook™, and Pro Grade Plus Employee Handbook™.

Please see our Pricing page to learn more about the cost for a professionally designed, customized employee handbook.

Our Commitment at New Wind

Employee policies and labor laws can get confusing, but there’s no reason for you to stay confused. Not when you can lean on us. Are you concerned about what policies are required for your staff? Well, at New Wind we work with you to design a custom employee handbook that’s just right for you. Get an employee handbook that’s comprehensive, while also being a practical help in your day-to-day managing of your team.

Have New Wind craft an Employee Handbook that is unique to your particular organization, considering its size, industry, and location. We will put in the policies that you need and want, and we will make sure that you understand the “why” behind each. It’s all part of our commitment to our clients, which is:

We design professional Employee Handbooks,
customized to your Specific Situation.

Contact New Wind
New Wind Business Solutions

Pro Grade Employee Handbook™, Pro Grade 50 Employee Handbook™, and Pro Grade Plus Employee Handbook™ are trademarks of New Wind Business Solutions.

New Wind Business Solutions designs professional, customized employee handbooks for new start-ups, entrepreneurs, small businesses, and medium-sized businesses. We have experience consulting and training with businesses from a variety of industries and from around the country.

Schedule your phone consultation today.

Schedule a Phone Consult with New Wind

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Texas Employee Handbooks

Texas Employee Handbooks

Eric Lorenzen

Do you have a Texas business or nonprofit that needs an Employee Handbook? At New Wind, we design professional-grade Employee Handbooks, customized to your specific situation. We have crafted employee policies for organizations throughout the state, from Houston to Dallas to Austin. Our employee handbooks reflect all the current Texas labor laws, including local sick leave policies.

We handle the whole process, from consult to completion, crafting your employee policies into a comprehensive written manual. The final result: a custom Texas Employee Handbook that’s ready to distribute to your team.

3 Reasons to get a Custom Employee Handbook

“We are ready to go. Thanks so much!”

Kathleen M.
owner of a Texas restaurant and bakery

“The service was excellent. Eric always got back to us in a timely manner, and was extremely professional.”

Leslie O.
vice president of a wholesale and distribution company
Custom Employee Handbook
Schedule Phone Meeting

We offer a complimentary 20-minute phone consult, where we discuss your needs
and determine pricing for your customized Texas employee handbook.
Go ahead and Pick the Day and Time for your free phone consult with Eric.

5 Steps to an Employee Handbook by New Wind

Each employee handbook is custom designed for that client, with a unique mix of policies to reflect that company’s particular standards and priorities. There are 5 steps to the process of getting a completed Texas employee handbook:How long does it take to complete a custom employee handbook for your Texas business? Each project has its own timeline. It may take two weeks or two months- the timing really depends on the client. We want to complete your project in a timely fashion, but we also understand that some clients need time to decide on things, so we will not rush you. On our end, we promise prompt and professional response times.

“Thank you for your assistance.”

June C.
CEO of a Texas money services company

Get Started with New Wind

We offer a free phone consult. You have nothing to lose except twenty minutes of time as we talk about your business pains and how we might be able to solve them.

This is a get-to-know-each-other meeting where we establish a firm price for designing an employee handbook for your organization.

This is also an opportunity for you to find out if New Wind is the right business consultant for you. We want it to be a good fit between us. So let’s talk and we’ll see where it leads. Go ahead and Pick the Day and Time for your free phone consult with Eric.

Schedule Phone Meeting
New Wind Business Solutions

Pro Grade Employee Handbook™, Pro Grade 50 Employe Handbook™, and Pro Grade Plus Employee Handbook™ are trademarks of New Wind Business Solutions.

New Wind Business Solutions designs professional, customized employee handbooks for new start-ups, entrepreneurs, nonprofits, small businesses, and medium-sized businesses. We have experience consulting and training with businesses from a variety of industries, including: retail, retail support, restaurant, manufacturing, industrial, wholesale, construction, and home services. In addition, we have experience consulting nonprofits such as churches, preschools, and research organizations.

We craft employee handbooks for companies and nonprofits throughout Texas, including from the cities of Houston, San Antonio, Dallas, Austin, Fort Worth, El Paso, Arlington, Corpus Christi, Plano, Laredo, Lubbock, Irving, Garland, and more.

Employee Paid Leave in New Hampshire

Eric Lorenzen

New Hampshire recently adopted an employee paid leave program. This law goes into effect on January 1, 2023, but it is a voluntary program that organizations can chose to participate in or not.

According to Jackson Lewis, a leading labor law firm,

The voluntary program, called the Granite State Paid Family Leave Plan, provides New Hampshire workers with 60 percent wage replacement for up to six weeks of work per year if they take time off for personal health or family reasons.

Debra Weiss Ford and Nancy E. Oliver from Jackson Lewis (link to the complete article.)

What should you do? As a New Hampshire employer, you don’t need to do anything concerning this new law since the program is voluntary. Should you choose to join it, there are tax credits available although you may also need to update your employee policies to make sure they are in full compliance. Read more details by reading the article linked above.

Do you need a new New Hampshire Employee Handbook? If so, New Wind can craft a customized Employee Handbook that is specific to your industry, size, and company culture. Contact us today to learn more.

Employee Drug Policies in Connecticut

Eric Lorenzen

Recreational use of Marijuana becomes legal in Connecticut in 2022, but that doesn’t mean an employer has to now allow employees to work while high. Instead, you will need to treat marijuana use much like you do alcohol or prescription drug use, requiring that employees not be under the influence while working.

Littler, a leading labor law firm, advises that you can still enforce your drug-free workplace rules, but you need to do with extra care:

Notably, the new law expressly permits employers to continue to prohibit employees from engaging in the recreational use of marijuana, subject to certain statutory requirements. Employers that wish to take action based on positive recreational marijuana test results must carefully comply with those requirements. A positive marijuana test result, standing alone, otherwise will be insufficient to justify adverse employment action.

Elizabeth McKenna and Dale Deitchler from Littler (link to full article)

What you should do: Before January 2022, you should update your organization’s Drug Policy (often a part of your Employee Handbook). At New Wind, we can craft for you a custom Employee Handbook, designed specifically for your organization.

Texas Harassment Law Change

Eric Lorenzen

We at New Wind hope all is well with you and your company. Below is our Labor Law update for your particular state.

Upcoming New Law: Texas SB 45 (HB 48)
What is it about? Discrimination and Harassment
Effective Date: September 1, 2021

Summary of the law: The national law firm of Littler summarizes the new law as this: “Provides that it is unlawful employment practice if an employer knew about prohibited harassment and did not act immediately.”

How could it affect you? Be sure to take any claims of harassment seriously and be quick to investigate any reported or suspected harassment. If you do not already have your company policies in writing, you might consider getting an Employee Handbook. At New Wind, we can craft a customized Texas Employee Handbook specifically for your organization.

Background Checks by CA Employers

Eric Lorenzen

In California, a recent Court of Appeal decision is promising to make it harder to conduct background checks on potential new hires. Basically, the ruling will make it harder to find out about any pending charges and may create more “false positives” of applicants being mistaken for a similar-named felon.

The California Court of Appeal recently ruled in All of Us or None of Us v. Hamrick that an individual’s date of birth and driver’s license number cannot be used as data identifying a criminal defendant in public records.

Garen E. Dodge & Jonathan A. Siegel, from Jackson Lewis

Who will this effect? Those businesses and nonprofits who are required to do criminal background checks on new hires.

Learn More: Read more information from this article by Jackson Lewis, one of the nation’s leading labor law firms

Coronavirus Telecommuting Policy

Eric Lorenzen

Business ChecklistWe are entering an uncertain time for business as many are facing the fears of a pandemic. COVID-19, often called the Coronavirus, is inflicting more and more in the USA, forcing companies to get creative in the ways that they do business. One possible option that many organizations are considering is allowing employees to work from home, to telecommute.

At New Wind, we understand your concerns and uncertainties on how to more forward with telecommuting during the Coronavirus attack. How should you proceed to allow employees to work from home? What rules should you have in place for telecommuters? To help you and many others, we have put together a sample Emergency Telecommute Policy that might help you get this implemented. This policy is free for you to copy, edit and use.

Please note: New Wind makes no representations or warranties with respect to the accuracy or completeness of these documents and specifically disclaims all warranties of fitness for a particular purpose. These documents may not be suitable for your particular situation or need. Please consult a competent professional as needed.

TeleworkerThis sample should not be sold or incorporated into any for-profit resource or publication. Click below to get your pdf copy:

Emergency Telecommuting Policy

Looking for more employee policies? We offer a complete, comprehensive Employee Handbook designing service.  Contact us today for a complementary 20 minute phone consultation.

 

New Wind Business Solutions

Employee Handbooks for Restaurants

Eric Lorenzen

Fairness in employment.  An employee handbook sets your employee policies and procedures in writing for your restaurant, grill, or cafe.   With a well designed restaurant employee manual you will gain many benefits: 1) your HR policies will be clear and consistent, 2) you will lower the chance of misunderstanding or frustration among staff, 3) you will offer protection to the business, and 4) you will equip your supervisors with a good HR resource.  No matter what type of business you have, an employee handbook is an essential for getting your employee policies in writing.

Some policies are necessary for any employee handbook:  at-will employment, non-discrimination, non-harassment, professional ethics, benefits, and a confirmation-of-receipt page.  Consider some of the other policies that can be included:

Employee Policies listEmployee Policies List

What typical policies are specific for restaurants?  Laws differ by state (and sometimes by city). There usually aren’t any that are specific to the industry beyond requirements on hygiene and food handling. Restaurant managers and owners do often choose to add custom policies that are unique to their particular organization, covering topics such as delivery driving safety, money handling, dress code, employee parking, customer respect, or security.

What is not included in a typical handbook?  A typical handbook (30-40 pages) does not cover job procedures which are too intricate and industry-specific.  Those topics not covered include things like job descriptions, day-to-day work procedures, and so forth.  Also, most handbooks are only in English, since good translation services are rather expensive to maintain legally compliant terminology.

How do I get a restaurant employee handbook?  Many wonder how to go about getting an employee manual that covers everything they need it to. Well, there are three paths you can choose to from:

  • Do-it-yourself (template)
  • Consulting Company (custom designed)
  • Lawyer (legally strong but not customized)

1. Do-it-Yourself Path: Many consider buying an employee handbook template online, which can cost from $50 to $350 or more.  A decent one will cost you at least $200.  The features such a template must have are:

  • Does the template include state-specific sections?  Many regulations differ by state, such as overtime, discrimination laws, jury duty, vacation pay, etc.
  • Does the template include size-specific sections?  Some regulations differ also by size, including FMLA, Pregnancy Leave, Sick Leave, etc.

Even if the employee handbook template you purchase is a decent one, expect to invest 100-140 work hours into research, editing, and customizing.  You will need to become familiar with your state’s labor laws to make sure the final handbook complies to state laws.  Most templates are purchased online.

Cost to you: about $250, plus 100+ work hours.

2. Consulting Company path:  This is the best value for most organizations.  Hire a consulting company to create your restaurant Employee Handbook.  The consulting company will conduct an interview to determine your current employee policies and survey what will be required considering your industry, location, and size.  Pricing starts at $1,500, so it initially costs more than the DIY path, but in reality it will save you both time and money.  See the links below for more information.

Cost to you: About $1,500 to $3,000, plus a few hours reading through the various drafts.

Learn more: Employee Handbook for Businesses

In addition, a consulting company can add custom policies that are unique to your organization, which a template would not offer.

3. Attorney-approved Path:  This route is by far the most expensive for an organization.  Hiring a Labor Lawyer to design an employee handbook can cost $5,000 to $9,000 or even more.  Is it worth the price?  Yes, if you run a highly regulated business or one considered to be at  high-risk for lawsuits.   Be sure to find a lawyer who focuses on employer needs, since many labor lawyers make their money representing employees suing their employers.

Cost to you: Average about $7,000, plus a few hours to review what was created.

(This article was originally published at HR Quick Answers. Republished with permission.)

AB5 will make it hard to use 1099 workers

Eric Lorenzen

California employers need to need to inform themselves about the changes coming their way due to the passage of AB5. This attack on gig workers could have huge consequences on your business if you hire anyone as an independent contractor. Some consultants are going so far as to tell their clients to stop using any independent contractors or freelancers whatsoever. The concern is the possibility of a lawsuit claiming that those “independent contractors” should have been employees and that you now owe back pay and penalties for not providing them with minimum wages, required health benefits, lunch breaks, and so on.

Basically, the law will impose the ABC test on all independent contractors to determine whether they should be an employee of yours or not. For someone to truly by a freelancer they must meet these three criteria: (A) the worker is free from your company’s control (B) the worker performs work that isn’t central to your company’s business and (C) the worker has an independent business, trade or occupation in that industry. If you can’t prove that ALL THREE ARE TRUE, then that freelancer should have been hired as an employee, even if it’s just as a temporary employee.

In a recent article in Forbes magazine, Heidi Lynne Kurter noted that the law sponsored by State Representative Lorena Gonzalez  will put a huge burden on those who actually want to be independent:

Gonzalez’ intentions might be good, but the stark reality is hundreds of thousands of independent contractors in California will become employees under the bill. Everyone from manicurists, dancers, journalists, writers, bartenders and delivery drivers will be impacted. Business Insider estimated around 7,200 workers have lost their media jobs this year alone. As media faces major challenges in business, this number will only continue to climb as publications lack the means to bring on more employees.

Read the full article from Forbes magazine.

According to The Hollywood Reporter, the new law is causing headaches for many freelancers, especially among writers. Companies around the country are already avoiding any California-based freelancers:

 Many publications that employ California freelancers aren’t based in the state and it’s not clear how AB 5 will affect them. Still, some are choosing to opt out entirely. Indeed, several freelance writers who spoke to THR say that various out-of-state employers — some with offices in California — have already told them they’re cutting ties with California freelancers.

Read the full article at The Hollywood Reporter.

How does this affect your business? You will need to think carefully before hiring any independent contractor to do anything around your company. Many will now avoid individuals (and people doing business under FBNs), and keep their outside hiring strictly to hiring other companies, since the law doesn’t affect and business-to-business transactions. Thankfully, New Wind Business Solutions is a California corporation so our clients needn’t worry about hiring us. However, this does limit our ability to hire independent specialists to help with certain types of projects.

Required Sick and Safety Leave in San Antonio, Texas

Eric Lorenzen

Following in the footsteps of many other large cities, San Antonio is implementing its mandatory Sick and Safe Leave (SSL) ordinance on all employers in the city. Employees earn 1 hour of sick leave per every 30 hours worked, up to a maximum of 56 hours of paid leave per year. The city ordinance is still being fine-tuned (see the last revision from September 2019 here), but it will be established by the end of the year.

When does the law start? December 1, 2019 is now the start date, but that has been delayed a few times already.

Who does this law apply to? All employers in San Antonio, no matter how big or small their business. This applies to all employees who work within city limits. If your employee also works outside the city but still works at least 240 hours a year in San Antonio, then the law still applies.

For what purpose can an employee take SSL?  An employee can use accrued sick leave when they need to be absent from work because the employee or the employee’s family member suffer illness, injury, stalking, domestic abuse, sexual assault, or otherwise require medical or health care, including preventative care and mental health care. According to the law firm Ogletree Deakins PC, the law defines who classifies as a family member:

The revised ordinance includes a more specific definition of a “family member,” which now includes (i) “[s]pouses, domestic partners, and both different-sex and same-sex significant others”; (ii) “[a]ny other family member within the second degree of consanguinity or affinity”; and (iii) “[a] member of the covered employee’s household,” as well as “[a] minor’s parents, regardless of the sex or gender of either parent.” In addition, “[t]he concept of parenthood is to be liberally construed without limitation as encompassing legal parents, foster parents, same-sex parent, step-parents, those serving in loco parentis, and other persons operating in caretaker roles.”

Read the full article, including a nice summation of the law, at website of Ogletree Deakins.

Does an employer have to pay out accrued sick leave upon termination? No, according to the latest revision, “This ordinance does not require the payment of sick and safe leave upon separation from employment and it does not require that sick and safe leave be calculated as an increase to salary or wages for an employee.”

What kind of record keeping is required? The employer will need to provide monthly updates to each employee, letting them know how much SSL has been accrued. If you have an employee handbook, the SSL policy must be stated. There might be some required posters, but that is still to be determined.

Need to update your Texas Employee Handbook? If so, then contact us today and get a customized employee handbook that includes required and recommended policies for your business.