The Proper Employee Handbook
The Proper Employee Handbook
One of the most vital inventions of mankind is the written language. You can verbally tell a story a thousand times, and a thousand details in it could change. Write the story down however, and the story will survive unchanged and unaltered. Some written language dates back as far as 3,200 B.C., and has been the foundation for civilization ever since. Even in today’s world, one dominated by technology, the written language is the life giving roots that power the data found in the technology’s programming. It is also a major part of an employee handbook, which is a vital part of an organized business structure. An employee is best able to follow the rules when they are easily accessible to them. An employee handbook will also help explain the different policies such as medical leave, paid time off, and other important issues.
What goes into an employee handbook though? There is a lot that can be put into one, some information that is required and some that is optional. Deciding what to put into your company’s handbook making it as optimized as possible will most times fall on your human resources department, or to yourself. So let’s get to basics and explore what information should be put into your employee handbook.
Equal employment and Non-discrimination policies: It is required that many businesses follow a non-discrimination policy when it comes to hiring and promotion of employees. This includes groups based on race, religion, disabilities, and sexuality.
Worker’s Compensation Policies: It is often required that a company inform its employees of their compensation policies. These can include workers compensation in the case of an injury, and compensation for work related expenses.
Family Medical Leave Policies: Many states have different policies when it comes to family medical leave. The main idea of such is that an employer of a certain size must allow an employee up to 12 weeks of unpaid leave to care for a child, or for a family member with a serious health condition.
Company History: Starting an employee handbook off with a quick history of the company is a good way to set the tone for the rest of the handbook. It is a good area to include the company’s mission statement and goals for customer relations.
Paid Time Off: Who doesn’t love getting a paid day off from work? It is inevitable that eventually you are going to be asked about getting paid for a certain holiday. By including it in the employee handbook, the employees will know ahead of time about what will warrant paid time off.
Employee Behavior: Employees are the main ones responsible for both interacting with customers, general safety in the workplace, and the company’s productivity. While a manager or company owner is responsible for making sure the workplace is safe, and productive, it is the basic employees that have to follow the rules to optimize the results. So include a section that includes appropriate behavior, how to interact with customers, and a proper dress code. It is also a good idea to include disciplinary actions for when these rules are broken.
Family Medical Leave Policies: Many states have different policies when it comes to family medical leave. The main idea of such is that an employer with a certain number of employees must allow an employee up to 12 weeks of unpaid leave to care for a child, or for a family member with a serious health condition.
Pay and Benefits: In this section, include how often an employee will be paid, rather it will be every one or two weeks, once a month, etc. Also include items such is rather or not you offer direct deposit, paperless statements, and how the payroll generally operates. Close to this section, you should also discuss benefits with the employee. Explain to them what benefits are available, how they work, and how to apply for them.
Disclaimers: It is important to state what the employee handbook actually is. Such disclaimers can include noting that an employee handbook is not a contract guaranteeing prolonged employment, and that the policies stated within the handbook are subject to change. An acknowledgment page is also recommended, stating that with the employee’s signature, they have read and understand the material included in the employee handbook.
If you are unsure on how to create your own employee handbook, or how to best transcribe the various policies and regulations into a handbook, contact Vision H.R. a trusted outsource company that handles Palm Coast human resource management needs, along with payroll and employment.
