The Risks of an Untranslated Employee Handbook

As we’ve mentioned before in some of our other references to translation of the employee’s handbook, employee handbooks are probably the single most important tool that you as an employer can have at your disposal. An employee handbook provides not only guidance for your employees on your expectations and their rights, but provides is one of the best and easiest ways to keep a written record of your standard practices and policies should an issue come up—legal or otherwise.

For this reason alone, if you have, or ever plan to have, workers who natively or primarily speak a different language, having a translated version of your employee handbook is crucial in ensuring that they are able to perform their work to your standards, know their rights as an employee and your rights as an employer, and that you’re covered if you ever need to prove that an employee was aware of any rights or oglibations, should that need arise.

Not being able to provide a translated employee handbook to your employees in their own preferred language means that your employees may know:

  1. Their rights as far as breaks, meals, and sick leave
  2. Your policy on attendance, overtime, communication, or other job functions
  3. Important workplace safety policies and regulations
  4. And more; see the National Federation of Independent Business’s guide to writing an employee handbooks to see what kind of information is typically covered.

Then, if a misunderstanding, discrepancy, or accident occurs that causes a loss of time, money, or other resources, you will only have yourself to blame. Don’t take that risk! The benefits of translating an employee handbook vastly outweigh the relatively small expense.

If you’re thinking about translating your employee handbook, contact us today and we’d be happy to answer any questions you may have and get you a quick quote no matter how many pages or languages your project requires.

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