It’s Time to Review Your Employee Handbook
October 26, 2021
It’s Time to Review Your Employee Handbook

One of the areas within Human Resources that I am most passionate about is the Employee Handbook. Often underestimated, an employee handbook is the “Bible” of both corporate policies and company culture. As employees, we look to the handbook to provide us with clear expectations of behavior, as well as legal policies and our rights as an employee. But as the employer, we are creating these policies as a way to protect our business from lawsuits and charges of discrimination, wrongful termination, or sexual harassment. When the expectations are clearly defined and reinforced, the rules are easy to follow.   In this article, I’ll go over some key sections that should be included in every Employee Handbook.


Communicating Culture, Mission and Values

An overall theme communicated in the employee handbook centers on company culture, mission, and values. Even at the most basic level, it answers the following questions: “Will I fit in as a new employee?”; “Are the values of the company in line with my own?”; and “Will my contributions make a difference to the success of the company?” A new employee wants to feel a sense of belonging and purpose, and a clearly defined mission and value statement, as well as a positive culture which is nurtured to support it, will help an employee grow and develop a sense of ownership and pride in the company they work for.


Employee Conduct

As a person responsible for writing handbooks, it’s my job to clearly communicate to employees what the employer expects of them, not only during the workweek, but also as a representative of the company in their off-time. Employee conduct is a critical component in businesses today. It requires a company to create a structure of what happens when an employee fails to meet company expectations. Important policies, such as standards of conduct, ethics, sexual harassment, non-discrimination, bullying in the workplace, dress code, excessive absences or tardiness, are just a few of the important areas an employee handbook covers to explain employee expectations. Disregarding these policies can subject employees to disciplinary action or termination of employment. An employee handbook that clearly outlines these expectations provides employees with clear guidance as to how to properly conduct themselves in the workplace.


Define Expectations

It’s important for an employee handbook to clearly define expectations of employees, as well as expectations of management (i.e., supervisors, department managers, or company leadership). All parts of management should be on the same page when it comes to treating employees equally while appropriately reinforcing policies across all departments. Employees must know who to go to when they have questions about how to perform their job duties (your supervisor), where to find out about Family Medical Leave (Human Resources), or who to talk to when they see a workplace violation (Risk Management/Safety). A strong employer-employee relationship is one key to a positive working environment.


Benefits

Post-Covid, employees are looking for jobs that offer flexibility and benefits. An employee handbook will tell employees who’s eligible to take advantage of company benefits, such as paid time off/vacation, sick time, health insurance, vision and/or dental insurance, or 401(k) contributions or matching. Benefits are important in attracting and retaining employees, so it’s important to introduce these benefits during the interview, and reinforce them in the employee handbook as a reference, when needed.


Compliance

Every employer is required to comply with federal and state employment laws. Regardless of what state the business resides in, it will need to be in compliance with these laws. The employee handbook should clearly communicate what is required in your state, and employees should be aware of their rights under these laws. Disability leave laws, Paid Family Leave, New York Paid Sick/Safe Leave, and other required laws must be included in your employee handbook. As the laws are updated, so too should be the handbook.


Not all employers realize the importance and the value of a handbook (the most popular comment being “Why do I need one?”) until there’s an issue, such as a lawsuit, brought about by a current or former employee. While this list is nowhere near exhaustive, employers must be able to provide their attorney with a copy of the current employee handbook which clearly defines the following:


  • All time off policies;
  • What happens to accrued time off upon termination;
  • All policies required under federal and state guidelines;
  • Who an employee can turn to for questions;
  • How to properly report complaints; and
  • Where employees have signed off that they have read and understand all the policies in the handbook.


If your company does not have an employee handbook, you could find yourself liable for damages if you are ever taken to court for wrongful termination claims, sexual harassment claims, code of conduct violations, workplace violations, or not following state and federal mandates, etc. A company can easily open themselves up to liability risks for not having clearly documented workplace and benefit practices.


Annual Review

An employee handbook is the blueprint that all employers and employees have to follow in order to maintain a positive, professional work environment. Employee handbooks should be reviewed yearly to make sure that all employment policies are current and in compliance with state and federal laws. When policies are clear and implemented equitably, it ensures that both employees and management are treated with respect in a harassment- and discrimination-free way. If you find your company is having issues in certain areas, then it’s time to revisit and reinforce your handbook policies. If you do not have an employee handbook yet, then it is time to create one!  If you have any questions about the process, call Simco.


 

Sources:

https://www.shrm.org/resourcesandtools/tools-and-samples/how-to-guides/pages/developemployeehandbook.aspx

https://www.insperity.com/blog/why-are-employee-handbooks-important/

https://www.paycor.com/resource-center/articles/8-reasons-you-should-have-a-company-employee-handbook/

https://www.thebalancecareers.com/what-does-an-employee-handbook-do-for-you-1918123

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The Employer's Guide to 2026 Minimum Wage Updates

November 5, 2025
As we move into 2026, employers across many states and localities are preparing for significant minimum wage increases. Nearly 20 states and more than 40 local jurisdictions will raise their wage thresholds effective January 1, 2026. This poses important planning, budgeting, and compliance considerations, especially for mid-sized employers like those that partner with Simco, where payroll, HR, benefits and advisory services intersect. Below we’ve summarized key state and local minimum wage updates and outlined the steps you should take now to stay ahead of the changes and mitigate risk. State-Level Minimum Wage Increases (January 1, 2026) The table below highlights selected state increases scheduled for January 1, 2026.

The Benefits of Outsourcing HR: Save Time, Cut Costs, and Boost Engagement

October 24, 2025
When HR Is Overloaded, Your Business Feels It For many small to mid-sized businesses, HR is one of the most critical (and most overextended) functions. From payroll and benefits to onboarding and compliance reporting, administrative tasks can quickly consume your team’s time, leaving little room for strategic work that actually moves the business forward. Sound familiar? You’re not alone. A recent survey from Champions of Change: isolved’s Fourth-Annual HR Leaders’ Research Study found that 51% of HR leaders spend four or more hours a day answering repetitive questions. This time could be better spent on employee engagement, culture, and growth initiatives. When HR teams are pulled in too many directions, the consequences ripple across the entire organization, resulting in missed deadlines, frustrated staff, compliance risks, and ultimately, higher turnover. Why HR Leaders Consider Outsourcing Outsourcing HR isn’t just for businesses without dedicated HR teams. In fact, a survey of 1,000 HR decision-makers found that 76% could benefit from outsourcing certain tasks, even though only 54% currently have plans to do so. HR outsourcing allows organizations to offload both core and strategic tasks, including payroll, benefits administration, recruitment, onboarding, compliance support, performance management, employee relations, and workforce analytics, without adding headcount. This augmentation provides a multiplier effect: a small HR team can function like a much larger one, accomplishing more in less time. By leveraging experienced HR professionals through outsourcing, organizations can free up internal HR teams to focus on initiatives that directly impact business growth, such as talent development, employee engagement, and culture-building. Routine administrative tasks, when handled externally, no longer distract from these high-value priorities. The True Cost of Administrative Overload Overburdened HR teams don’t just affect your internal operations; they impact your employees’ experience. Inconsistent onboarding can create a rocky first impression for new hires. Delayed payroll or benefits questions lead to frustration and decreased trust. Compliance oversights expose your business to fines and legal risk. Even small inefficiencies add up. According to the National Association of Professional Employer Organizations (NAPEO), organizations that leverage an outsourced HR model achieve an average ROI of 27.2% per year, saving around $1,775 per employee while paying $1,395 per employee for outsourced services. That’s not just cost savings, it’s a reinvestment in your team and your business. The Power of Strategic HR Outsourcing Outsourcing doesn’t mean giving up control or handing HR off to a faceless provider. Done strategically, it’s about extending your team. Administrative tasks like payroll, benefits, onboarding, and reporting can be handled efficiently by experts, while HR teams gain confidence that compliance requirements are being met. Most importantly, it frees internal HR to pivot from reactive, day-to-day tasks toward engagement, culture-building, and retention strategies. Outsourced HR support can scale with your business, providing additional expertise during busy periods, leaves of absence, or rapid growth phases. The impact is clear. Teams feel supported, employees feel heard, and the organization operates smarter, not harder. With the right outsourcing partner, a small HR team can act like a team of 10, and a team of five can perform like a team of 25, all while maintaining compliance and efficiency. Retention Starts With the Right Employee Experience When administrative burdens are reduced, HR teams can focus on creating meaningful experiences for employees. Transparent processes around pay, benefits, and policies build trust. Faster, more organized onboarding leaves a strong first impression. Access to modern self-service HCM tools empowers employees to manage their own information, reducing repetitive questions and improving engagement. By leveraging experienced HR professionals to handle gaps in internal processes, organizations can enhance overall employee satisfaction, ensuring every interaction, from onboarding to open enrollment, feels seamless and supportive. A Smarter Approach to HR Means a Stronger Business Across industries, companies are recognizing that HR outsourcing is no longer a luxury. It’s a strategic advantage. Organizations that adopt a blended model of technology and advisory support report measurable reductions in administrative workload, cost savings compared to maintaining fully in-house HR teams, and improved engagement for employees. Strategic HR outsourcing allows internal teams to shift from transactional tasks to big-picture initiatives, creating a more resilient, efficient, and high-performing workforce. At the end of the day, HR isn’t just a function; it’s the backbone of your organization. When it’s overextended, the entire business suffers. But with the right support, HR teams can focus on meaningful initiatives, employees feel more valued, and the business benefits from measurable ROI. Strategic HR outsourcing isn’t about replacing your team, it’s about empowering it. Your people, your culture, and your bottom line all benefit. Curious how Simco's HR Advisory services can help your business? Let's talk today.

Your Medicare Plan Is Discontinued: What’s Next?

October 14, 2025
If you recently received notice that your Medicare plan, or Medicare Advantage plan, is being discontinued, you’re not alone. Across the country (and right here in New York), insurers are scaling back or exiting less profitable markets ( Kiplinger ). While this can feel stressful, there are steps you can take to make sure your coverage doesn’t lapse and to find a better plan for your health and budget. Why Are Plans Being Discontinued? A mix of financial pressure, federal reimbursement changes, and rising health costs is driving insurers to reduce their Medicare Advantage footprints: Some major insurers are cutting back or exiting entire counties. For example, UnitedHealth announced it will discontinue its Medicare Advantage presence in 109 U.S. counties in 2026, according to Reuters . Local carriers in New York are also making changes: MVP is dropping several plans, and CDPHP is eliminating certain drug-coverage options, the Times Union explains . These shifts are happening alongside tighter government funding and increased regulatory strain. Because insurers must absorb the extra cost of covering benefits while meeting regulatory caps (for example, on prescription drug out-of-pocket limits), some plans become financially unsustainable and are discontinued ( the Kaiser Family Foundation ). Steps to Take if Your Plan Is Discontinued Here’s how to act so you don’t lose coverage: 1. Review the notice you received carefully Your insurer is required to send you a non-renewal or discontinuance notice. It often includes deadlines, whether you can enroll through a Special Enrollment Period (SEP), and what options you have. 2. Note the relevant enrollment period The Annual Enrollment Period (AEP) runs October 15 to December 7, 2025 , during which you can switch Medicare Advantage or Part D plans. If your plan was discontinued, some notices allow you to select a new plan until December 31 without penalty. In limited cases, you may qualify for a Special Enrollment Period (SEP) following the discontinuation. 3. Research your options early Don’t wait until the last minute. Compare plans available in your area. Key things to look at: Provider networks: Will your doctors still be covered? Drug formularies: Does the plan cover your medications and at what cost? Premiums, deductibles, and out-of-pocket max: These can vary significantly. Benefit trade-offs: Some plans reduce supplemental benefits (vision, dental, wellness perks) when trying to maintain financial viability. 4. Enroll in the new plan Submit your enrollment by the relevant deadline (typically December 7 for the Annual Enrollment Period (AEP). However, If your plan was discontinued, you may have until December 31 to choose a new one without penalty). Make sure the new plan starts January 1 to avoid coverage gaps. 5. If your plan wasn’t discontinued, still review Even if your current plan remains active, benefits, networks, and costs often change each year. It’s wise to compare alternatives anyway, especially after insurer shake-ups. Why Timing & Support Matter Delays cost you: Failing to enroll by deadlines could mean losing drug coverage or being locked into a less ideal plan. Support can ease the burden: Licensed agents can help you compare side-by-side, explain trade-offs, and guide you through enrollment. You deserve the best match: Everyone’s health and financial needs differ. Don’t settle for the first available option unless it truly fits. How Simco Can Help At Simco, we understand the stress of sudden plan changes. Our licensed insurance advisors are ready to: Help you interpret your discontinuance notice Compare plan options available in your area Assist with enrollment paperwork Explain benefit trade-offs and cost implications You don’t have to navigate this alone. Whether your Medicare Advantage plan was discontinued or you’re simply exploring your options, our team is here to support you. Contact us today to schedule a 1-on-1 consultation, and let us help you find the plan that keeps you covered and confident in 2026 and beyond.

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