Insider Secrets: What HR Doesn't Want You To Know About Your Handbook

[00:00:00] Welcome Back Folks, This Is Episode 63. We're gonna talk about how the employee handbook impacts us as an employee and some good takeaways for it. But before we get into it, what's up, Walt? Walt Boyd Moussardin, What's up, man? It's another day. It's already April. Time's fine. Walt Boyd Moussardin, Word. Walt Boyd Moussardin, Word. Walt Boyd Moussardin, Good. About your name? Walt Boyd Moussardin, Yeah, no, man, I'm good. I'm good. Walt Boyd Moussardin, Good to hear.

[00:00:28] Walt Boyd Moussardin, It's, I'm just thinking about sports. I'm like, oh man, baseball. Can't always watch the games. They play too many damn times. And then it's like between football season. That's the feeling I guess. It's not a football season. So. Walt Boyd Moussardin, Watch UFL. Walt Boyd Moussardin, All the UFL started. I gotta check UFL out. I like basketball, but again, games and nicks. Walt Boyd Moussardin, Basketball's almost over in a little bit. Walt Boyd Moussardin, Is it? See? Okay. Walt Boyd Moussardin, Playoffs are gonna start here pretty soon. Walt Boyd Moussardin, Playoffs is when...

[00:00:56] Last time I was into basketball, Latrell Sprewell was playing on the Knicks. Walt Boyd Moussardin, Yeah. Walt Boyd Moussardin, So dating myself like a mofo. Walt Boyd Moussardin, And they were in the playoffs and it was exciting. Walt Boyd Moussardin, It was like, yeah, it was like, what? Walt Boyd Moussardin, And they were constantly in the playoffs. Walt Boyd Moussardin, Yeah. Walt Boyd Moussardin, Yeah. Walt Boyd Moussardin, That was fun. That was a fun time. Walt Boyd Moussardin, Oh, final four. Walt Boyd Moussardin, Oh, not the final. The championship game is tonight, right? Walt Boyd Moussardin, It's on now. Walt Boyd Moussardin, Oh, nice. Okay. I couldn't believe Duke got beat up.

[00:01:24] Walt Boyd Moussardin, In the last couple of seconds too, man. Walt Boyd Moussardin, It's crazy. Walt Boyd Moussardin, I asked March Madness for you though. Walt Boyd Moussardin, Yeah, basically. Walt Boyd Moussardin, Yep. Walt Boyd Moussardin, So, all right. Let's get into what you got. Walt Boyd Moussardin, So, I have a quick article. Walt Boyd Moussardin, I wanted to start off light because it's not a, not that a handbook is a heavy topic, but just wanted to like talk about some workplace drama. Walt Boyd Moussardin, I'm not going to go through them all. There's 13 different examples. I'm just going to read a few.

[00:01:53] Walt Boyd Moussardin, There's one where someone, I'm going to say it's an urbanonic chair. I don't know what those are. Walt Boyd Moussardin, Okay. Walt Boyd Moussardin, I guess it's a fancy chair and like, Walt Boyd Moussardin, It's form fitting. It's probably like form fitting on the body. Walt Boyd Moussardin, Yeah. So this person bought one in a coworker, wanted it so badly that she stole. Walt Boyd Moussardin, Oh my God.

[00:02:12] Walt Boyd Moussardin, She replaced, she put her old one onto her desk and her expression was completely neutral. And then she said that when she pointed it out to her, she claimed it came with her job title. Walt Boyd Moussardin, That's hilarious. Walt Boyd Moussardin, But look, I've been in places, I've been in places unfortunately where they order new chairs and they're like vultures, man. Walt Boyd Moussardin, For sure. Walt Boyd Moussardin, Like you've been going to the bathroom and you come back. Walt Boyd Moussardin, Like somebody has taken your chair for real. Walt Boyd Moussardin, That's crazy.

[00:02:42] Walt Boyd Moussardin, That's crazy. Walt Boyd Moussardin, That's crazy. Walt Boyd Moussardin, I believe you. Walt Boyd Moussardin, I'm just saying, that's nuts. Walt Boyd Moussardin, That's nuts. Walt Boyd Moussardin, Yeah, man. Walt Boyd Moussardin, Another one is, and then someone was washing someone else's coffee cup every morning at the office.

[00:03:00] Walt Boyd Moussardin, And then like she caught the intern washing her cup because the intern felt that the person leaving the mug on their desk, like I guess what the coffee residue in it was unprofessional. Walt Boyd Moussardin, And so she was like, I want to wash it every day, but leave it there. Walt Boyd Moussardin, So yeah, I'm just like, touch anybody else. Walt Boyd Moussardin, Yeah, especially if they leave it on their desk. Walt Boyd Moussardin, You may not like it, but it's a little intrusive.

[00:03:29] Walt Boyd Moussardin, And then the last one I have is that somebody was leaving another coworker anonymous tips about their performance, their outfits, and like how they, their award choices. Walt Boyd Moussardin, And so if I don't know who was that, who it was, it was a coworker that was in the next of them. Walt Boyd Moussardin, And then she said, I thought you would appreciate the proactive feedback. Walt Boyd Moussardin, You got something to say to my face? Walt Boyd Moussardin, Don't throw a rock and hide your hand. Walt Boyd Moussardin, Say it loud. Walt Boyd Moussardin, Don't throw a rock and hide your hand.

[00:03:59] Walt Boyd Moussardin, I love it. Walt Boyd Moussardin, Oh God. Walt Boyd Moussardin, What about you, what you got now? Walt Boyd Moussardin, Why do I got, I took, I had my, I had to get off of my links. Walt Boyd Moussardin, That's not it. Walt Boyd Moussardin, Duh. Walt Boyd Moussardin, Oh, how did that get there? Walt Boyd Moussardin, Where's my, oh man. Walt Boyd Moussardin, Let me try to think. Walt Boyd Moussardin, Oh, so I went a couple of different places, but I ended up, I ended up with like top five side hustles.

[00:04:28] I went top five businesses to start like under a thousand dollars. Walt Boyd Moussardin, Yeah. Walt Boyd Moussardin, Now I'm just going to give you the top five side hustles that I found. Walt Boyd Moussardin, Let me see if they were the same ones. Walt Boyd Moussardin, One Seat Finder. Walt Boyd Moussardin, Bro, you are crazy. Walt Boyd Moussardin, Yeah. Walt Boyd Moussardin, That's why, here it is. Walt Boyd Moussardin, Boom. Walt Boyd Moussardin, Okay. So this is one Forbes.

[00:04:54] Walt Boyd Moussardin, And it was, it's five side hustles that you can start now that pays up to $97 a day in 2022. Walt Boyd Moussardin, Is that good though? Walt Boyd Moussardin, I did the math and I, and what the article, what I don't like about the article before I get into it, is that it doesn't specify that you can scale these numbers or how it just says $97 a day. Walt Boyd Moussardin, So these are side hustles? Walt Boyd Moussardin, Yeah. Walt Boyd Moussardin, And I guess, and I, and that's where I was like, okay, wait a minute. Walt Boyd Moussardin, It's a side hustle.

[00:05:23] Walt Boyd Moussardin, It's assuming you already have a full day. Walt Boyd Moussardin, You're doing this in addition to. Walt Boyd Moussardin, Yeah. Walt Boyd Moussardin, Yeah. Walt Boyd Moussardin, Okay, fine. That's fine. I guess where I got caught up, it was like coming from an angle of what if I want to take my side hustle, my full hustle, how does it scale? Walt Boyd Moussardin, A lot of folks that some folks don't want this to side hustle. They want to transition away and just do their own thing. Walt Boyd Moussardin, So I guess that's where I got caught up, caught up. Walt Boyd Moussardin, Fair catch.

[00:05:51] Walt Boyd Moussardin, But, and I guess you could scale it if you multiply how many people you're doing this for. Walt Boyd Moussardin, So any who, top five things that you can make up to $100 a day, let's call it. Walt Boyd Moussardin, Why they went with 97, who knows? Walt Boyd Moussardin, One is applications and registrations. Walt Boyd Moussardin, If you are good at filling out documentation and you know how the, what, I guess a great example is if you already went through a process and then you help other people do it because you know what they're going to kick back and say, oh no. Walt Boyd Moussardin, They don't like it like this. Walt Boyd Moussardin, You got to do this and that. Walt Boyd Moussardin, So something like that.

[00:06:19] Walt Boyd Moussardin, And if you're good at, if you're really good at crossing T's and dotting I's, that might be something you can offer. Walt Boyd Moussardin, Another one is project management, believe it or not, which apparently is projects that 25 million project managers will be needed by the year 2030. Walt Boyd Moussardin, And at the same point free late time freelancers are increasing. Walt Boyd Moussardin, More than half a U.S. workforce expected to be a freelance by 27, 2027. Walt Boyd Moussardin, So any who, yeah. Walt Boyd Moussardin, Ah, yeah, that didn't even click in, but yeah. Walt Boyd Moussardin, Uh huh.

[00:06:49] Walt Boyd Moussardin, That was, that's one project management. Walt Boyd Moussardin, The third one is interview prep coaching. Walt Boyd Moussardin, Yeah. Walt Boyd Moussardin, Which is pretty cool. Walt Boyd Moussardin, Believe it or not, some folks just don't do good on interviews. Walt Boyd Moussardin, And there's definitely some, there's probably some space there. You can thought about your cousin immediately with that we had on the show. Um, cause she, she does, she did this or does this business planning. That was number four. And then number five was pitch deck creation.

[00:07:19] Walt Boyd Moussardin, Yeah. And so those are the top five. There, there are many more things. This is definitely very, what's interesting is that you can see that it's all computer driven, right? Walt Boyd Moussardin, Yeah. Walt Boyd Moussardin, I had also did what businesses you can start top five or top 10. You can do under a thousand dollars. Walt Boyd Moussardin, And they were mostly service driven, like landscaping, car washing. Some of them you already had to be an expert at it. So it was like accounting service. So you gotta be a, an expert accountant already. Right. I forget.

[00:07:49] Oh, like IT help desk, which implies you need to be a IT professional already and have some experience there. Yeah. Things like that. Yeah. Yeah. I just thought it would be interesting, especially now in the climate that we're in today's April 7th, 2025. Hey, this is William Tin Cup. And you should know about the, you should know podcast. It's a topical fun podcast with Ryan, myself and a guest or guests plural sometimes. And we tackle the most timely topics of the day.

[00:08:19] Give it a look, give it a listen and subscribe. Thanks. And more in because like when I first, I always zoom, I always start my research with employees and I look at news articles. You know, that keyword, like what, cause that's what we're talking to. We're talking with employees on the show. So I'm like, all right, what's going on? And I didn't like the fact that the top few articles were all about layoffs still. Yeah. Unfortunately. Unfortunately. Exactly. So I was like, how do we offset that?

[00:08:48] So top five business hustles, top 10 businesses, you can start under a thousand dollars. They did say last year, you know, what's interesting is that last year, what's up? Yeah. Look, man. Some of the other ways that you can save money. If you have the available space or whatever, grow your own veggies. Oh man. Forget about it. Like you don't need a big garden, just like little veggies that you and your family love. And like growers usually eating. The things you usually eat. Yeah.

[00:09:16] You just grow a couple of herbs that you use. Bringing herbs are expensive as heck. Yes. You can buy a little thing of basil, fresh basil. Yes, bro. Five dollars for something that you're going to use a piece of and the rest is going to go bad. Yep. You got to make a pesto out of it immediately. He does. For real. And I never do. I always tell my mom and I'm like, yeah, I want to do it. I don't do it. I don't ever do it. Stupid. But anyway, but yeah, you're right. Wife wants to do that. She wants to do like in house type, get it going, practice, start doing.

[00:09:45] And especially, oh my God, forget about so many other reasons. You say something like that, girl. Yeah. Yeah, exactly. Right. And I started to think about that too. Oh, what about savings? And we, we talk about this stuff all the time. There's a lot of way to save money. And I said, you know what? Hey, maybe people don't want to save money. They want to make some more money and this is it. But yeah, that was it. Yeah. That is all I had. Sometimes you got to hold it. Sometimes you got to take care of the small things before you get large things. You, yes, you got to. And I did. That's one of the things I did take from church.

[00:10:14] I don't, I thought I'm against church, but I just haven't been in a while. And when I was going consistently, one of the little nuggets that I kept was like, you don't deserve the life. You can be faithful in the little. Yep. And I try to, try to be faithful, like a good, try to live by that. Good steward. Yeah. Good steward. Exactly. I like that. Yeah. Yeah. So let's pay some bills. Speaking of being a good steward of our finances. Yes, sir.

[00:10:42] Are you looking for, or more importantly, do you have trouble with your time and attendance? Do you feel like your paycheck is off because you punch in and punch out? Do you always have any issues with your manager? Hey, did you fix this punch? The system's always glitching and all these annoyances. If you are, please send time track, go to your HR, your payroll department, and let your leaders know that time track go is the solution.

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[00:12:30] And get your 14 day free trial started today and claim this offer. Let's go. Today. Let's go. Right. All right. All right, man. So we're talking about, uh, employee handbook today, how the employee handbook impacts us. And we know you're like, well, I ain't reading that thing. Nobody reads that thing. And what's even found is statistics. We just went over some new statistics that Gen Z, no, not no Gen Z's millennials read it.

[00:13:00] Just a little less than Gen X. And that it was a differed by the generations, but basically around about only 40, 50% of us, 43% millennials have read it. Did I get that right? No, I have not read it. I have not read it. See, I keep messing up. Sorry. Cause I, yeah. Any who. And we're going to really just talk about some things like why you should read it as an employee. I know.

[00:13:26] So, and the way I've said it before, and I saw it in a movie, I saw it in a sports movie. Cause if you visited the show at all, we talk sports sometimes. I saw it in a movie. Ah, dang. I think it was, I gotta remember the name. It was a Kevin Costner when he did the recruiting. I think it was in that one. Any given Sunday? No. No, no. I gotta figure it out. But any who it was Kevin Costner.

[00:13:52] He's a manager, the general manager on the football team and they're doing a draft. Oh, it might be draft day. Draft day. Draft day. Kevin Costner. There you go. And in the movie, just a random scene, but I thought it was so applicable to the employee handbook. He, every playbook they sent out to prospective athletes. They put a hundred dollars at the back of the playbook. Hey, it's Bob Pulver host you podcast, human centric AI, AI driven transformation.

[00:14:22] Hiring for skills and potential dynamic workforce ecosystems, responsible innovation. These are some of the themes my expert guests and I chat about, and we certainly geek out on the details. Nothing too technical. I hope you check it out. And there was only as Kevin Costner was asking about athletes and perspective draft picks. And I think that's one of the scouters was like, oh, and by the way, he was the only one that found a hundred dollars at the back of the playbook.

[00:14:54] And offered it back. Right. Because what he, what they found was that it was a good judge of character. Cause you either didn't read the playbook and you don't know that there was a hundred dollars there. Or you flip through and found it, but you still didn't read the playbook. A hundred dollars is gone. And you didn't say anything about it. Yeah. Yeah. It is a really interesting judge. And so I thought that was really it. So imagine.

[00:15:24] And I, and not imagine the employee handbook definitely has an imaginary hundred dollars of digital electronic hundred dollars in there because it could cost you money. Either way, that a hundred dollars could go either way. It could cost you a hundred dollars or you can make a hundred dollars. Go ahead. Yeah. I guarantee you if some company started doing that and started to incentivize the handbook. Hey, $50. If you read the handbook, you know how expensive that $5, I think would incentivize a lot.

[00:15:54] $10 would probably incentivize. Yep. Would incentivize a lot of people. But what I'm saying is reading it could gain you that hundred dollars. Not reading it could cost you the hundred dollars. And a big call out is. It's a classic one for a holiday pay. Sometimes you got to work before and after the holiday to get the holiday.

[00:16:22] If you call out before or after the holiday, it costs you that holiday pay. Or that premium. So right there, boom, that could cost you the hundred bucks. Right? That's how I, that's the first thing I think of. And I thought it's a great analogy and a way to look at it. Okay. Another reason why employees need to read the employee handbook is because. HR and payroll are going to use it against you. Okay.

[00:16:51] You're going to call in one day and complain about something. And they're going to say. Pump your brakes. You sign to this on this day. On that thing. It's in the handbook. You should know better. You signed to it. Cause we have proof. Or they're strict organization. And they're like, on the first day you got that handbook and you should have read it. We mandated and Robert blah. Well, that's why you should be armed.

[00:17:17] You should know the things like at least refer to it before you ask the question. Go to your handbook and wait a minute. Let me look in here and see what the answer you can still call in and make your case, but at least you'll know already. And it might help how you frame your conversation. And again, you probably signed it and you didn't realize it. So that's another reason, right? You, we, it always happens when you get the job and in the beginning, especially now, it's a new job. If you've been there for a long time, that might be a very different story.

[00:17:47] And that's probably a case for HR to re get everybody to re acknowledge it all the new rules. But it, and that's what happens for the new folks. You get hired, you come on board, you signing away. Cause you're so happy you got a new job and you're like, whatever. And you just signing everything. And it's digital. So you didn't read the hundred page handbook that you just digitally signed off on. We get it, but we do expect you to go and live by it because it does dictate some of the rules and regulations. Some of the policies procedures that we follow.

[00:18:16] So you also may get a division of the company culture. I say it that way because it's not guaranteed that you're going to learn company culture from the handbook. And you shouldn't it's called culture. It's called culture is something you should be living, not just reading from the handbook. Although it could, again, the vision of the culture could come through. And when something goes wrong is another reason if something goes wrong.

[00:18:43] What if you do get caught watching the game on your computer and you know, your boss is being a stickler and all you shouldn't be logged into anything other than you're streaming. That's a blah, blah, blah, blah. I'm writing you up. Like what? Whoa, hold on. You took a mapper desk. You're the man. You're the man. You're the man. You're the man. You're the man. I've seen people that fall and you be like, oh my God. Oh, matter of fact, we had this long time ago.

[00:19:09] I had this young kid that came on and he was like, she was 22, 23 years old. It was like Friday night or Friday morning, hung out all night, Thursday night. Cause we're in New York, bro. New York is every night of the week. Like you, there's no such thing as one party night. Like you, it was every night was a different party. South Florida. Yeah. Oh yeah. South Florida, Miami. Of course. Yeah, exactly. So my boss saw him. He was like, he's like, Hey, yo, go ahead. Go home, man.

[00:19:38] Let's go home. Yeah. He was very simple. He knew he was like a young kid. It was like his first job out of college. Um, no, for sure. No, for sure. Look, he got lucky, man. He got lucky in that situation, but he's smart. So they knew he was so smart, real smart dude. Yeah. Um, and then you also want to know, my last thing is you also want to know the difference between policy and practice. Okay. You want it? Cause something could be happening.

[00:20:07] You could be getting a privilege all along. Yeah. Yeah. Mm-hmm . And now wait, you got a new payroll person and they're not doing it the same way. I have a perfect example of that. I was in a situation where I started to get bonuses. It was just a practice that they were giving to certain people. Now certain other people had it contractually as a part of their offer letter. Right.

[00:20:32] When another group came on, they were like, why are we giving all these other people bonuses when they're, they didn't sign anything for it. And so as an example of it, something was in practice and it was to our, my benefit and other people's benefit. Yep. But then the people came in and say, we need to stop doing this because you're for the money. Yep. Yes. Yeah. Yeah. It happens. It happens all the time. And that's something that had you fought or someone fought about it. It's not policy.

[00:21:02] It wasn't written. It's just the practice. So in practice that would stop in policies. Get this is not gospel just because it's in the handbook. It's going to help you, but those things change all the time. Believe me, they may have that granting you someone one thing. They might be like, you know what? That's the last time we do that. Let's update the policy right now. So they also change. And if we're in a digital environment that you could be signing off on these changes all the time and you'll even know. Don't read people click the screen.

[00:21:32] Don't read the screen and click. Okay. Okay. Whoa, wait a minute. What did that just say? I don't know. You know what I mean? You got to hire lawyers. You got to hire a lawyer to read your employee handler. Yes. No, come on. As employees, you get, look, if you do, then that's a whole nother, you should actually get the lawyer and be like, yo, read the mind play handbook. That's not a bad idea. You should do that and give you, Hey, what do I need to know about this? Run it through and tell me the key thing. That's actually a really good idea, folks.

[00:22:02] If the cheap, if the free version don't do it, the paid version definitely will. Also, what is they have deep seek. I still haven't tried out deep seek yet. And there was another one that I wrote down that I can't remember right now. Yeah. Claude, anthropic, all these things. Like there's a lot of value in the AI folks. And that's a really good call out though. You're told. Cause then you don't have to read it. So to speak, you could say, Hey, if you prompt the AI, tell me all the things that will benefit me or could harm me from this.

[00:22:31] As an employee, both things point. Boom. That's just an idea of a prompt. And then, yeah. So that's look, shoot. Thank you for that. And as we pass it off to wall. Look, I just have a couple of important things to consider and. And how the employee handbook may impact you as an employee. Right? So it may give you clear. It should give you clear compensation policies, right? It should outline those bonuses. Overtime rules.

[00:22:58] If you have multiple, if you're in a industry or a position that you work different shifts. And there's different pay for those shifts. Yeah. It should define those things right for you. Right. It'll give you an example and then break down your payroll schedules and methods. Right? So you may work for a company that has multiple pay groups or pay frequencies. You know, some get paid weekly. Some get paid bi-weekly. Some get paid semi-monthly, depending on how your company is. Right. All those things could be broken down for you.

[00:23:26] So you know, when the signature changes. Hey, say I want to change my direct deposit. So if it's the next payroll, the one after that, it can give you a breakdown about due dates and when you can do that. The handbooks are all, can also explain to you about your employee benefits and how to use them. Not just those PTO benefits, stuff like that, but like other benefits, like the discount, employee discount program that you want. Yep. Right. Those different things may be broken down there for you. Yeah.

[00:23:54] It should break down like fairness and equal treatment in the handbook about what can be tolerated, what should not be tolerated in the workplace as well. All that might be broken down in the handbook as well. Any legal protections and compliance will be in there for you. And there may be some sections about like job satisfaction and productivity in there as well. Right. So it's more than just a set of rules. It's a tool that can directly impact your paycheck and mental game as well. Right. Yeah. Yeah.

[00:24:23] Educate yourself on it. Educate yourself. It'll help you understand your pay, your compensation, your benefits, your payroll schedule, the policies. Holidays. Holidays. Yes. CTO. Yes. All these little things. Yup. And again, I promise you there's a hundred dollars in there, whether it hurts you is either gonna give it to you or take it away. If you don't know, it could take it away. It could say it could. Yeah. Look, I'm just speculating now, but it could be like, Hey, if you do work X amount of

[00:24:51] days in a week or in a month, you may get eligible for this or eligible for, you never know. Look, especially now with chat GPT, everything's digital, which is a great call out. Walt and just run it through and ask it some questions. Like what do I need to know? What's good? What's bad? Yeah. You have to hire a lawyer. Just put it in there and run through and set it up for you. Create like Brian said in the other show, create yourself a cheat sheet. Yeah. Yeah, exactly. A little cheat. Yeah.

[00:25:20] That applies to for the employee. I said it for the payroll professional, but you're right. It implies for the employee as well. Yeah. And now you could, you can use AI to run through it. Yeah. AI make me a little reference, especially if it's long. You know what I mean? Now, if we do have a lawyer accessible to you and that's wrong. Oh, heck yeah. Would you suggest that they have them read over the employee? If you, if you could do it for free or for free, or if it's, if you want to make the expense and it's in it, you can afford it then yeah.

[00:25:49] Cause you never know. Right. You never know what's gleaned from it. Absolutely. And again, just to be careful type things, or you could, they could come back and say, Oh, you know what? This is not even right. Like they can't even say this. Could be, they could be out of compliance by some of the things that are in the handbook. I'm assuming an extreme case. I'm not saying any ones that I've read of like that, but I'm saying it, it could be. Believe it. Cause yeah.

[00:26:19] Uh, when people make handbooks. They're something ranges from, they did it in a template 20 years ago and they haven't changed it since. Yeah. Word up. Nah. I remember back in the day, the HR folks that were having to do it used to have the print out everything. Yup. The handbooks and the hole puncher and just create a bunch of different handbooks and manuals. Oh my gosh. Yeah. Or even just having to, Oh, you got the main copy. All right, great.

[00:26:47] Now let's take it to FedEx Kinko's and let's go to this, this type of place. And it, they make Miniman Press used to be big in New York and they have to make you copies or whatever, or you do whatever the case may be. Vistaprint to make how you get in boxes of stuff. Like, man, you crazy. It's an email now. Yeah. Make sure you collate those pages. You call it that don't mess it up front and back. Don't mess it up. Come on.

[00:27:14] So it's, look, I know it's a boring thing clearly. Cause the numbers say that as employees, we don't read the handbook, but there's value in it. There's definitely value in it. And if you have an AI, thanks wall. Cause that's it right there. That's the go to use AI to break it down for you. Yup. All right, man. I got two questions for you. Oh, wow. So number one is gonna be easy. Have you signed every handbook in your career? Welcome to the hire her podcast.

[00:27:42] We're women and talent call all the shots. We know another recruiting podcast, just what the industry needs. Okay. But here's how you ever spend hours sourcing that perfect candidate, but they end up ghosting you harder than your hinge date. Or finally you get that hiring manager feedback only for them to of course say, can we see more candidates? Lame, right? But let's talk about what's really lame in the industry.

[00:28:05] How is it that 65% of recruiters are brilliant women yet most of the decision makers look like a convention for middle-aged dudes named Brad? That's where we come in. Hire her isn't just another podcast about hiring trends. You already heard like 50 times this week. We're here to elevate women and talent, share their career journeys and make sure they take the lead. Because let's face it. If recruiting is the backbone of every company, why are we still fighting for a seat at the table?

[00:28:34] So whether you're a recruiter, a talent leader, or just someone trying to swim through the sausage fest of TA leadership, we got you girl. Welcome to hire her the recruiting podcast where women's voices aren't just heard, but they're leading the conversation. So subscribe now because middle management, Brad sure as hell isn't going to do it for you. I don't think so. No, because some of those paper ones that we used to get, cause we old no. No. Yeah.

[00:29:00] And then only more so in the system, like in the digital world where you digitally sign off on it and not really like a signature. I refer players that they basically printed out the last page of the handbook for everybody. Yeah. They just had everybody sign it. You put it in their bloody sign. You know what? I'm glad you said that. You're dropping gems today. Don't do that folks. Don't be like, what? No, I'm not doing that. I need to read it. Don't accept that. Yes. Yeah.

[00:29:26] If they make you do that means the handbook has some stuff in there that is more beneficial to the employer than it is to you. And they, they need that to be able to execute on things. So yeah, don't do that. Don't. And then don't do the digital equivalent of also what if they send you that? They just put your days and say, Hey, sign off on this digitally. Wait a minute. Where's the rest of it? Oh, that's on the share drive and blah, blah, blah, but just sign. You're just acknowledging. Yeah. We don't have to worry about it. You read it on your old time.

[00:29:55] No, I'll acknowledge it when I actually read it. I'm good. Especially if they mandate it. If they mandated folks, it's for a reason and you need to understand. You definitely need to know. Yeah. Question number two, are employee handbooks legally binding? I don't know. Did you look it up? I did. What do I think? Honestly, I'm going to say it depends. That's a perfect answer.

[00:30:21] So look, it says generally speaking that an employee handbook is not a legally binding contract unless it is specifically spaced than it is. Right. Oh, wow. There's a caveat that says that, however, certain statements in the handbook can be interpreted as contractual promises. If they are specific enough and imply mutual obligations between the employer and the employee. Wow. So it depends.

[00:30:51] That's why the verb is matters. Cause like, to your point, there could be a hundred dollars in there because, because that are more. You miss out on because you didn't read something because they imply something. And I've seen that happen in my career where something wasn't applied in the handbook. Yes. Where it was like, technically doesn't that imply this? And then ended up getting some money. Wow. And then immediately changed that handbook. Yeah. Heck it changes immediately. Shut it down. Yeah. I heard that. No doubt, man.

[00:31:21] Good stuff, bro. All right. To the next time. Yeah. Till the next time. We love you. Peace. Peace.