Employee handbook review service
Fill in your details below and one of our dedicated specialists will contact you shortly. While it is essential to draft work contracts that clearly lay down the terms of employment, it is also useful for your small business to have an employee handbook suited to your needs. An employee handbook is a document provided to employees usually during the onboarding process. It sets down the company policies, work culture, and employer expectations on performance and behaviour.
We are searching data for your request:
Upon completion, a link will appear to access the found materials.
In this article, you'll learn simple steps to create a great employee handbook. Plus, get free templates that save you time, train employees faster, and retain them longer. We use our employee handbook to articulate the principles, policies, and benefits that are the foundation of our culture in many ways, and help give employees a sense of security and belonging. Our employee handbook gets everyone at the company on the same page. You spend a lot of time and money recruiting the right employees.
You hope they quickly get up to speed and succeed. Some teams have figured out how to deliver an exceptional onboarding experience, complete with a current employee handbook. That ensures new employees have what they need to do their jobs well, reducing churn and building positive relationships between coworkers.
Whether you have an employee handbook or need to create one, this article and employee handbook template gives you everything you need to create a great one. Rather than build your employee handbook from scratch, why not steal our customizable, free template and get some time back? Your employee handbook should include your policies, expectations, and how you will manage employee needs. From there, you will need to consider local, state, and federal laws to determine a holistic list of areas to cover.
This will give you a starting point to write from. Engagement starts with first impressions in your employee handbook. Employers are required to share certain employee rights with their employees, yet there is no law requiring that you have an employee handbook.
Many employers choose to have one and some do not. Whether it started with an a-ha! Mission What is the purpose of your company? What problem do you solve? For whom? Vision What world are you helping to create? How will the world look different as you grow?
Values What company ethos do you want to preserve as you bring on new teammates? Many companies create their values in collaboration with employees at all levels. This can help ensure they reflect who you are and what brings people together in your team.
Expectations for attending work Your handbook needs to outline your expectations for communication about absences and attendance. What do employees need to do if they need to miss work? What kind of notice do they need to provide? Classification: exempt vs. You also may want to include definitions of part-time and full-time employee status.
Data privacy and security Every employee touches at least some confidential or sensitive information. These can include proprietary and confidential information, product and trade secrets, and employee and customer personal data. You will need a compliant legal policy and controls to outline exactly what employees can access, what they can do, and when. Their obligations to protect or delete data must be outlined clearly.
An internal knowledge base tool like Guru helps keep a record of who reads this information and any updates to it. Harassment and non-discrimination A safe workplace is critical for compliance, fostering positive relationships, and ensuring productivity. You will need to clearly document your policies related to harassment and workplace violence and make them easy to find and reference.
Include definitions and what employees should do if they think these issues are arising. Health and safety These are unprecedented times, and your team needs to consider health and safety both for regular workplace hazards and the ongoing pandemic. You can get our employee handbook template, which includes resources for remote and hybrid employees.
Dress code Not all companies need a dress code. However, if your company does have one, have you considered how to make it inclusive for employees from every background? What is expected, and will a uniform be provided by the company or reimbursed? Data and device security Every employee is responsible for data privacy and security. Whether your company provides devices or secures those your employees already own, ensure your entire team knows what they are responsible for when it comes to managing all their devices safely.
What is expected of employees if they are traveling or if a device is lost or stolen? Include consideration of when they need to return devices and offboarding. Ethics, conflicts of interest, nepotism, and workplace relationships As a part of making your company one that people want to be a part of, you will want to consider ethics policies to prevent workplace toxicity.
How will conflicts of interest and potentially harmful coworker interactions be identified and managed? Guests and workplace safety guidance When visitors come to the office, how are they received and how are health and security maintained? How will your employees, clients, and customers be protected from things like COVID while interacting with your company? Payroll and overtime information How will employees be paid, and where can they go with their payroll questions?
Who qualifies for overtime pay and how is it calculated? Performance and compensation reviews When should employees expect reviews, and how are they managed? How often is compensation reviewed, and how long should employees expect to be in their roles before their first compensation reviews?
Professional training and development opportunities Employees stay where they are growing and valued. How do you provide employees with ongoing education opportunities? Employee health and wellness You will want to share an overview of options, open enrollment information, and any special wellness programs, like prescription discounts or free wellness counseling, you might have. Life insurance If you will provide life insurance, how does it work?
You will want to include an overview of coverage and information on enrollment and contact s. Remote work Does your team have a remote work policy that retains your best talent? If not, our guide to remote work helps get you started. Expenses and reimbursement What is your policy and procedure for those who have a company card? Which expenses are allowable, and is there a deadline to submit them along with receipts? Travel, vehicles, and parking Do you provide a per diem daily maximum reimbursement for employee expenses during travel?
You can explain expectations for employees who use a company vehicle, what expenses the organization pays, how to handle service and accidents, and how the organization will pay or reimburse allowable costs. Company equipment Your policy on handling company equipment, and what to do when anything is lost, broken, or stolen helps employees care for your hardware in line with your expectations.
Hiring and referral policy Do you provide incentives for employees to share your job postings? How do you go beyond the unintended anti-diverse impact these policies can accidentally create by exploring ways to keep your referral program inclusive?
You will also want to consider local, state, and federal rules to ensure you cover every legal requirement for benefits. In-person, remote, and hybrid office schedules Has your team updated your scheduling policy for the newest new normal? You might like our guide to crafting a hybrid work schedule to create new procedures that work for your team.
PTO and vacation policy Does your company offer unlimited paid time off and sick days? Research from MammothHR suggests that employees with unlimited PTO on average take little or no more time off than those with a limited number of days. Do employees need to provide notice for vacations of a certain length? Where can they submit these requests, and who approves them? You will want to ensure you keep those aligned with local guidance and legal requirements. Your employees also need to know how many paid sick days they can take.
How do you handle situations where there is a long-term illness? If your policies need an update for and beyond, you can explore our Return to Office Roadmap. Bereavement leave If an employee loses a loved one, they will need a clear reference on how to take leave to grieve. Consider legal requirements and how you can help foster a positive, caring managerial relationship during this challenging time.
Jury service and elections Ensure you meet legal requirements by reviewing your policies and explaining how your jury duty and election days off work. Holidays What holidays does your company cover? Is this time off paid, or unpaid? Parental and paid family leave With FMLA Family and Medical Leave Act and other federal, state, and local legal requirements, you will want to clearly outline how your parental and family leave work.
Disciplinary action and performance improvement plans PIPs Your managers and employees will need clear expectations outlined here for handling documentation, performance improvement plans, and consequences of a failure to improve performance. Resignations When it is time for a teammate to move on, how do they let you know?
Termination of employment Federal, state, and local laws have important requirements for managers, HR, and supervisors to consider. You will want to ensure all teammates who help manage offboarding are familiar with these and have a step-by-step policy to reference. Meanwhile, in your employee handbook, consider how best to share what happens when employment ends. Leave a lasting, positive impression Along with your offer letter and onboarding checklist, your employee handbook leaves a lasting impression on your new hires.
If their needs are well-met by these early onboarding experiences retention, engagement, and satisfaction follow. Rather than recreate the wheel, you should steal our customizable template. Guru ensures yours stays seamlessly up-to-date and easy to find. An employee handbook outlines policies and procedures, introducing your team to who you are and how you operate as a company. At Guru, we use our employee handbook to codify the principles that we stand for as a team and give some guidance on policies, workplace guidelines, and contact info for the People team in case anyone needs more information.
Since our company values include not taking ourselves too seriously, we keep things grounded and fun. This employee handbook template works best in Guru , which:.
Employee Handbook Development
Haman, Esq. Your business can enhance communication with its employees, help ensure compliance with the law, and possibly even avoid legal problems, by creating an employee handbook. An employee handbook can be a useful tool to let employees know the benefits of working for your company and what is expected of them, as well as protecting your business from lawsuits and other claims relating to employees. The more people a business employs, the more challenges there are in communicating with its employees. A well-written employee handbook can help with this communication by ensuring that necessary comprehensive information is given to all employees in a consistent manner. An employee handbook can outline employee benefits, let workers know what is expected of them, and facilitate better communication with managers.
How to Write an Employee Handbook [Examples + Tips]
Does your business have an employee handbook? Employee handbooks outline policies, procedures, and benefits. They can be as simple or as detailed as you would like, but a well-written handbook can save you from more than one work-related headache. Here are five employee handbook benefits you should know about. Handbooks also promote healthy management-employee relationships. By outlining all policies and expectations on both sides of the fence, confusion and inconsistencies are essentially minimized in the workplace. Benefits are explained and utilized A solid benefits package can help you retain high-quality employees and prevent the side effects of high turnover. Include summaries associated with your benefits package in your handbook, including paid vacations, K , health insurance, dental insurance, vision insurance, paid parental leave, and college reimbursement programs. You should also include other fun perks you offer employees, such as company picnics, retreats, bring your child to work events, or company luncheons. If you believe there is something that sets you apart from competing companies and benefits your employees, include it.
HR Employee Handbook
That means that company policy and culture is fairly easy to communicate, and expectations are clear on a one-on-one basis. However a well developed employee handbook has other benefits too:. Employee handbooks and policy manuals are often confused for one another. In essence, an employee handbook is a simplified document used by employees, whereas a policy manual is an exhaustive policy document, for use by management and Human Resources HR. Related Read: Everything you should include in an employment contract in SG ».
A to Z Index
An Employee Handbook is a fundamental requirement of a sound human resources program. Informative people will develop an Employee Handbook that establishes the guidelines directing day-to-day contacts between the employee and the employer which will serve to minimize possible misunderstandings and potential conflicts. The Employee Handbook will clearly and simply present the organization's philosophy, objectives, policies, employee benefits and other aspects of the employment relationship. In addition, it will provide a convenient reference to help guide employees and management in their various relationships. With Informative People's Equitable and consistent policies, rules and procedures are fundamental requirements of a sound human resources program.
Employee Handbook and Policies
The employee handbook is one of the most important documents you can create for your company, but also one of the most overlooked. Some companies wait years before ever creating a handbook, and others just have a lawyer bundle a bunch of legal jargon into a PDF and rarely give it a second thought. Creating an employee handbook is an important step towards building the company culture and environment you wish to cultivate. Here, we wish to briefly review five easy, simple ways to make dramatic improvements to your employee handbook. These five steps will allow your leadership team to connect on what really matters, communicate ideas and policies clearly, and turn your handbook into a document that is easy and enjoyable to read.
While your business is not required to have an employee handbook, handbooks do offer many legal and non-legal benefits. Consider the morale issues that could develop in a workplace where, for example, supervisors of different departments or groups treat employees differently when they call out sick. Having and following robust personnel policies helps prevent these scenarios.
Why You Need to Review Your Handbook Every Year
There is no legal requirement that companies must have employee handbooks. However, employee handbooks are a good idea, once a company has more than a handful of employees. Definitive and universal employment rules give employees guidance and assurance that all employees will be treated under the same set of policies. Companies should carefully review all employee handbooks to make sure policies and procedures comply with applicable employment laws and to avoid potential legal issues with personnel.
Employers are required to issue a Statement of Terms of employment within two months of commencing employment. In addition to this an Employee Handbook allows an employer greater flexibility to adapt to changing business conditions. A well-drafted Statement will set a solid foundation for the employment relationship and ensure an employee is fully aware of what is expected of them in their role, what will be provided in return for their performance and the rules applicable in the workplace. MSS take the time to help you get the most from your employment documentation with our fully trained professionals advising on bespoke documentation to suit the business. This documentation will not only satisfy legislative requirements but also provides clarity to the employment relationship, and ensures that you have a solid footing if you are looking to rely upon any of its terms.
You have probably heard that the employee handbook may be one of the most important documents for your business in China. Yet, you may be wondering what you should put in it. After all, you want to come up with an employee handbook that is not only comprehensive but effective as well.