Purpose of Employee Handbooks
Employee handbooks are widely used
by employers as an efficient way to communicate basic
information to employees about company policies and the
employment relationship. Certain policies included in an
employee handbook are required by law or provide legal
protections to the employer. Other policies in the employee
handbook provide information to the employee about the company,
employee benefits, and what is expected of the employee,
including workplace conduct, timekeeping, attendance, and other
important issues. A properly drafted employee handbook can be a
valuable communication tool provided employers take steps to
avoid the legal problems that can arise when the handbook is not
properly drafted.
For Spanish-speaking workers, a
properly translated Employee Handbook may represent an important
channel of communication. Although most of the Hispanic workers
speak some degree of English, many of them are able to
read/write only basic English.
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Hispanic
Population Job Profile
The percentage of Hispanics 16 or
older who worked in management, professional, and related
occupations in 2007 is 18% (source: infoplease). The same
percentage worked in production, transportation, and material
moving occupations. Another 16% worked in construction,
extraction, maintenance, and repair occupations. Approximately
24% of Hispanics 16 or older worked in service occupations; 21%
in sales and office occupations; and 2% in farming, fishing, and
forestry occupations.
Translation of
Employee Handbooks: Why?
It is easy to see from the above
stats that the majority of the Hispanic work-force is
concentrated in industries where formal education is not highly
required. and consequently writing/reading skills in
English is not so required. The consequence is that a Spanish
version of the Employee Handbook is usually a MUST for companies
located in these segments.
A company that does have a Spanish
Employee Handbook make itself vulnerable for lawsuits where the
employee will allege that the company should not expect him/her
to read an Employee Handbook in English
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General Tips for
Employee Handbooks
1. Have your handbook reviewed by a
lawyer.
2. Take into account federal and
state laws. Many states require Employee Handbooks in the
employee’s language in case he/she is not able to read in
English
3. Provide a means by which
employees can complain about harassment or discrimination.
4. Keep your handbook update.
5. Use straightforward language.
6. Tactfully introduce the handbook
to current employees.
7. Failing to make sure all
employees have a handbook. You should have everyone sign off
that they have received the handbook.
Spanish
Translation Tips for Employee Handbooks
1. Choose a Certified Spanish
Translation service for your Employee Handbook. You want to get
your back covered in case a poor translation results in
misunderstanding of your policies
2. Choose a Translation Company
experienced with translation of Employee Handbooks. There are
best ways of conveying the same meaning of company policies.
Only experience will enable a translation company to know these
best choices of wording and style
3. Price is an important component
of your choice, but do not ignore all other aspects important
for choosing the right translation supplier. Make sure you ask
for references, check the kind of clientele already using the
supplier's service, and so on. Remember: you get what you pay
for.
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