What Should Be Included in an Employee Handbook?
- Welcome and company overview. The introduction of a handbook often provides the company's history and mission statement. ...
- Work hours/attendance. ...
- Pay. ...
- Use of company technology. ...
- Safety. ...
- Disclaimers. ...
- Discipline and termination.
What are 5 essential topics that must be covered in an employee manual?
Below are some of the essential topics to include in your handbook.Welcome Message. How do you communicate your values and mission to employees? ... Your At-Will Relationship. ... Equal Employment Opportunity. ... Conduct. ... Compensation & Performance. ... Benefits & Leaves. ... Health & Safety. ... Workplace Guidelines.More items...•Nov 19, 2019
What should an employee manual include?
An employee handbook should include your business's policies, your expectations of your employees, and what your employees can expect from your business. It should lay out your legal obligations as an employer and your employees' rights.Mar 27, 2017
What should not be included in an employee handbook?
What should not be included in an employee handbook?Legalese. ... Company procedures, work processes, and job descriptions should not be included so that you will not need to update the entire handbook each time one of these changes. ... Health and welfare benefits details.More items...•Jan 18, 2020
How detailed should an employee handbook be?
Try to keep your handbook to a maximum of 30 to 40 pages, if possible. If it's too long, it may not get the attention it deserves. If you'd like to learn more about creating airtight policies and procedures for your business, download our free e-book, 7 most frequent HR mistakes and how to avoid them.
How do you organize an employee handbook?
Your handbook should include at least the following sections:PREFACE.COMPANY PROFILE.ORIENTATION & FIRST DAY.HEALTH & SAFETY.CLASSIFICATIONS & SCHEDULES.COMPENSATION & BENEFITS.LEAVE.Mar 20, 2018
What are the 7 major HR activities?
The 7 Major Functions of HR ActivitiesRecruitment and Employee Screening. Acquiring new talent is something every business needs to do if they wish to grow. ... Company Benefits and Compensation. ... Performance Evaluation. ... Employee Relations. ... Enforcement of Disciplinary Actions. ... Employee Records. ... Continued Education.Sep 27, 2021
Is an employee handbook a legal requirement?
Are employee handbooks a legal requirement? Employee handbooks are not a legal requirement on their own. However, it is a legal requirement for employees to be made aware of all company policies, and handbooks are one of the easiest ways to achieve this.
Is an employee handbook confidential?
A rule that employee handbooks and their contents are confidential and may not be disclosed to third parties violates the Act, unless tailored to protect specific employer proprietary information unrelated to terms and conditions of employment.Jul 1, 2019
Are employee handbooks legally binding?
Employee handbooks are also used as a way to protect the employer against certain claims, such as unfair treatment claims. Unless the text of an employee handbook clearly indicates otherwise, an employee handbook can be considered a legally binding document between an employer and their employees.Mar 3, 2022
What are two typical employee handbook categories?
What do most employee handbooks include?Company culture, values, and a mission statement.Human resource and legal information as well as rights and obligations related to employment.Realistic expectations; both what the company expects to see from its employees and what employees can expect from the company.More items...
How much should I pay for an employee handbook?
You could pay between $1,500-$5,000 for a personalized employee handbook developed by an HR firm. The price depends on factors such as number of employees, number of locations, industry, and state-specific employment laws that may/not need to be included.Nov 4, 2020
Can you copy an employee handbook?
Current and former employees have the right to not only inspect the file, but also to receive a copy of the contents. If a copy is requested, the employee or former employee can be charged the actual cost of copying.Aug 27, 2018
Why is an employee handbook important?
An employee handbook establishes a valuable resource for both employees and employers alike. Employees will use an employee handbook to answer their various work-related questions, such as benefits and policies; for employers, it reduces misunderstanding, sets expectations and limits contentious conversations associated with enforcement.
What is the purpose of a handbook?
Typically this includes three statements: 1) that the handbooks purpose is to inform new employees of the policies and procedures of the company, as well as establish expectations ; 2) the company reserves the right to update, revise or suspend the handbook at its sole discretion ;
What are the types of leave policies?
Your leave policies should include the types of leave covered – sick, vacation, jury duty, caregiving, maternity/paternity, military, grief, etc.
What is an employee handbook?
An employee handbook is a collection of a company's policies and rules of conduct that focuses on policies to follow and lists out what employees cannot do.14 min read.
Why is it important to include policies in an employee handbook?
These policies are not required by law to be included. These policies are important to include for the protection of the business, owner, and employee.
Why do you need a signature?
A signature is required for proof of understanding. If the employee has any questions about policy during her employment, she can refer to the employee handbook. The employee handbook provides guidance. If the employee handbook doesn't address the concern, management can be approached.
Why are handbooks important?
Specialized employee handbooks are beneficial in helping employees understand their role within the company. This applies if employees are paid on different scales, such as a salaried worker and an hourly worker. Additionally, consider including eligibility, introductory periods, transfers and relocations.
How long does a family member have to be on medical leave?
Federal law under the Family Medical Leave Act requires that employers provide 12 weeks of unpaid leave during a 12-month period. This is for the birth or care of a child, care of an immediate family member, or a serious health condition. The federal law is supplemented in some states with state law.
What should be included in paid time off?
A clear vacation policy will make enforcement simple. The paid-time-off section should include information on how vacation time is earned. Include how much vacation time is provided and how to schedule vacation time. Also, include what holidays are observed in this section.
Do employee handbooks need to be updated?
As times change and unconsidered issues come up, the employee handbook must be updated. There must be a provision in the employee handbook that allows for update and change. Consider adding a statement that says, "These policies are subject to change. You may receive a modified employee handbook."
What is included in an employee handbook?
A large portion of your employee handbook will include the policies that govern daily work while on the job. This is also where you include the most important procedures and behaviors for your business.
How to create a handbook for employees?
Try these ideas to maximize your content in the process of creating your employee handbook: 1 Make your tone positive: Choose your words to reflect an uplifting attitude in all you are sharing. Employees who read your manual should feel empowered with knowledge of company expectations and policies that promote fairness. Use the handbook as a tool to make employees successful rather than a way to invoke a sense of company power. 2 Keep guidelines simple: It's more helpful to give employees guidelines for preferred behavior instead of a specific list of every possible infraction. A handbook should have an easy flow of information rather than rules. 3 Personalize a handbook to fit your company: Use your handbook to show what makes your company unique by communicating in a way that reflects your culture. That could mean giving details about how your business promotes a team atmosphere or using your welcome letter to share a personal story from the CEO. 4 Create a template: If you operate a business across multiple states or countries, use a base manual that you customize to fit each location with regional laws and regulations. You can also use a template to customize your manual for different departments. 5 Share it digitally: Provide easy access to your handbook from any device using a digital format. This will also help reduce waste when an employee leaves the company and no longer needs the manual.
What should be included in the opening section of an employee manual?
The opening section of your handbook should Include a welcome letter from the CEO or another company leader that sets a positive tone for the employee manual. Use this section to establish a connection by thanking the employee for joining your team.
What to include in a manual?
You might also include a list of terms pertinent to your workplace or a directory of the positions within the company.
What is the purpose of the discipline handbook?
Your handbook should explain each step in the discipline process and how the last discipline step leads to termination of employment. This section can also be used to include information on how employees can file a grievance if they believe they need to seek fair treatment.
Restrictive Language that Limits Flexibility
As an employer, you should want your employee handbook to answer your employees’ most essential questions; however, while these answers should be the same for all employees most of the time, there is always the possibility that an unexpected circumstance will require you to make exceptions.
Potentially Misleading Terminology
A few terms might mislead or confuse employees and invite liability that could damage the purpose of the handbook. If your handbook currently contains any of the following phrases, consider updating it:
Disclaimers
- Perhaps the most important part of your handbook is the disclaimer section. This section explains, first, what the employee handbook is not. It is not a contract between the company and the employee. It is not a guarantee of employment. This section should also notify the employe…
Company Profile and Mission Statement
- Your employee handbook lets you introduce new employees to your company and its culture. An overview of the company, along with a bit about its history, can help new hires understand the organization they have just joined. Who founded the company, and when? Why did they found it? How has the company grown over the years? What is the company’s mission statement? How c…
Hiring and Separation
- Once you have provided an overview of your company and its culture, you can begin introducing new employee to their roles within the company. In this section, you can outline what to expect during the first days, weeks, and months on the job. You might include a description of the employee orientation process, or state whether a probationary period applies before new emplo…
Payroll, Wages, and Overtime
- Your handbook should explain how employees can account for their time, such as by submitting timesheets or punching a clock, and when they can expect to get paid. It should state when overtime applies, whether employees need approval to work overtime hours, and how to obtain that approval. If you have policies regarding raises, it should include those too.
Fringe Benefits
- If you provide benefits for your employees, such as health insurance or a retirement plan, your handbook should describe those benefits and explain how employees become eligible. It should also address the availability of benefits like COBRA coverage after an employee leaves the company.
Promotions and Performance Reviews
- Defining expectations for employees is an important function of an employee handbook. If you conduct performance reviews, your handbook should describe that process. If you have a policy regarding promotion of employees, the handbook should discuss that as well.
Medical and Parental Leave
- Some states and cities require employers to provide paid or unpaid leave for illness, childbirth, or other reasons. The federal Family and Medical Leave Actrequires some employers to provide unpaid leave for personal or family medical issues. Many employers offer more leave than the law mandates. You should determine which laws apply to your company. Your handbook should exp…
Conduct and Discipline
- This section allows you to define your office culture and environment. It also gives you legal protection should you discipline an employee who does not follow workplace rules. Office codes of conduct often address matters like dress code; smoking, vaping, other substance use at work; use of electronic devices at work; social media usage; and discrimination or harassment betwee…
Discrimination, Harassment, and Retaliation
- Federal, state, and local laws prohibit discrimination to varying degrees. At the national level, employers may not discriminate on the basis of race, religion, color, sex, pregnancy, national origin, or disability. Some state and local laws go further than federal law, prohibiting discrimination based on factors like LGBTQ status or veteran status. Sexual harassment and har…
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