Employee Handbooks, Policies & Procedures
Professional Policies That Protect Your Maine Business
Your employee handbook isn't just a binder collecting dust. It is your first line of defense against workplace disputes, costly misunderstandings, and inconsistent management. It sets clear expectations and creates the legal foundation for a fair workplace.
Too many Maine businesses operate with outdated handbooks from 2010, generic internet templates that fail to cover Maine law, or—riskiest of all—no handbook at all. If your policies don't match your practices, you are creating liability, not reducing it.
Why Start Here?
I often recommend new clients begin with a handbook. It allows me to deeply understand your culture and management style, establishing a foundation for our work together. Plus, handbooks are done for a flat fee. You can ask questions and request unlimited revisions during the process without watching the billable hours climb.
10. Because “Oral Tradition” is for Folklore, Not PTO
If your policies only exist in a manager’s head, a sticky note from 2019, or "that one group text," you don’t have a policy. You have a game of Telephone waiting to go wrong.
9. Because Your Current Handbook is Older than Some of Your Employees
Does it reference pagers, fax machines, or a policy that you haven't enforced in five years? If your handbook feels like a time capsule from the Myspace era, it’s not protecting you—it’s just dating you.
8. Because “The Wild West” Wasn't Known for Great HR
Without written rules, every manager becomes their own Sheriff, making up laws on the fly. That’s how you get three different answers to the same question, and exactly how you get sued for inconsistency or discrimination.
7. Because #LegalAdvice on TikTok is Usually Wrong
If you don’t tell your employees what the rules are, they will find answers elsewhere. Do you really want your attendance policy interpreted by ChatGPT or a 19-year-old influencer named "AntiWorkChad"?
6. Because It’s Your “In Case of Emergency, Break Glass” Tool
Nobody reads the handbook when things are going great. They read it five minutes after a disaster happens. When the heat is on, you need a document that actually backs you up, not one that shrugs its shoulders.
5. Because Augusta & Washington Don’t Sleep (And They Keep Passing Laws)
Earned Paid Leave. PFML. Mandatory training. Maine employment law moves fast. If your handbook hasn't been updated since the last Governor was in office, you are almost certainly accidentally breaking the law.
4. Because Being the “Cool Boss” Eventually Backfires
"Fair" doesn't mean letting things slide; it means being consistent. A good handbook saves you from the trap of playing favorites and gives you a neutral "bad guy" to blame when you have to enforce a tough rule.
3. Because Your Employees Forgot Their Crystal Balls
High performers hate guessing games. They want to know how to win at their job. A clear handbook isn't a rulebook; it's a roadmap that tells them exactly how to succeed without having to read your mind.
2. Because You Need a Shield, Not a Sieve
When the Department of Labor or OSHA comes knocking, the first thing they ask for is your policy. Handing them a crisp, updated handbook is an asset. Handing them a blank stare is a liability.
1. Because Prevention is Cheaper than a Lawyer
Updating a handbook costs about the same as a single hour of an attorney's time to spent dealing with a botched termination or discrimination claim. Think of it like changing the oil in your car: It’s boring, but it’s a lot cheaper than replacing the engine.
A good employee handbook isn’t a weapon. It’s a peace treaty. It protects relationships by ensuring everyone—from the owner to the new hire—is playing by the same rules.
What I Create for Maine Businesses
I don't just hand you a document; I build the infrastructure for your team.
Complete Employee Handbooks: Customized to your industry (restaurant, retail, medical, etc.) and written in plain language. Includes all Maine-specific mandates and federal compliance requirements.
Job Descriptions: Clear roles and expectations that are essential for performance management and wage/hour compliance.
Standard Operating Procedures (SOPs): Documented processes that make training easier and operations consistent, even when staff changes.
Forms & Templates: Everything you need to manage staff, including Disciplinary Action forms, Performance Reviews, and Exit Checklists.
Why Maine Based HR Support Matters - And Online Handbook Template Fail
Generic online templates are dangerous because they do not account for Maine’s specific, often complex employment laws. I have over 30 years of experience navigating Maine's unique regulatory landscape.
I ensure your handbook covers Maine-specifics that generic templates miss:
Earned Paid Leave: Mandatory requirements for all employers.
Maine Paid Family & Medical Leave: Complex coordination for the 2026 rollout.
Strict Break Rules: Meal and rest requirements that exceed federal law.
Restaurant Regulations: Specific rules on tip pooling and service charges.
Human Rights Act: Protections that go beyond federal EEOC requirements.
The Seneca HR Process
Discovery: I learn your business—your PTO style, current challenges, and culture.
Drafting: I create a custom draft. A bar in Portland needs different policies than a medical practice in Bangor; I write for your reality.
Collaborative Review: We review the draft together. Want to change the attendance policy? Tweak the dress code? We refine it until it fits. (Included in the flat fee).
Finalization: You get the final handbook in an editable format (Word/Google Doc) so you own it forever.
Implementation: I guide you on how to roll this out to your team and train your managers on enforcement.
Policy & Procedure Reviews
New Businesses: Establishing the rules of the road for the first time.
Growing Companies: Moving from "informal practices" to professional management.
Hospitality: Restaurants dealing with complex tipping, scheduling, and seasonal staff.
Anyone with a Handbook Pre-dating 2020: The laws have changed; your book needs to catch up.
Investment
Employee Handbook Development: $400 Flat Fee Pricing for Maine-based employers. Unique complexities may affect cost, but you will always be quoted a flat price upfront.
Individual Policies & Reviews: Available at my low hourly rate.
Policy Audits: Not sure if you need a rewrite? I can review your current book to identify compliance gaps.
Common Questions
Do I really need one? If you have employees, yes. Even with a team of three, a handbook protects you legally and sets the standard. It is the first thing the Department of Labor asks for during a dispute.
Can I just use an online template? You can, but you’ll likely miss Maine-specific requirements or include policies that don't fit your business. The money you save upfront usually costs you more later in legal cleanup.
What if I need to change it later? I provide the file in an editable format so you can make minor changes yourself. For larger legal updates, I can assist at my hourly rate.
Ready to create or update your employee handbook? This is often the best place to start our working relationship.
Click here to schedule a free consultation and let's discuss your handbook and policy needs.
