Employee handbook

An employee handbook , also including an employee manual, a staff handbook , or a company policy manual , is a book given to employees by an employer. Usually, the employee handbook has several key sections and includes information about the company culture, policies, and procedures. [1]

The employee handbook can be used to bring together employment and job-related information which employees need to know. It typically has three types of content: [2]

  1. Cultural: A welcome statement, the company’s mission or purpose, company values, and more.
  2. General Information: holiday arrangements, company perks, policies not required by law, policy summaries, and more.
  3. Case-Specific: company policies, rules, disciplinary and grievance procedures, and other information modeled after employment laws or regulations.

The employee handbook is almost always a part of a company’s onboarding or induction process for new staff. A written employee gives clear advice to employees and creates a culture where issues are dealt with fairly and consistently.

Content

While it may be different from business to business,

  • A welcome statement, which may also briefly describe the company’s history, reasons for its success and how the employee can contribute to future successes.
  • Cultural information, such as a mission, vision, or purpose statement , information about organizational values , historical information about the company, and / or a statement about business goals and objectives.
  • Orientation procedures. This usually Involves providing good a human resources manager or other designated employee completed income tax withholding forms, providing good proof of identity and admissibilité for employment (in according with the US Immigration Reform and Control Act of 1986 ), proof of a completed drug test (by a designated medical center) and other required forms.
  • Definitions of full- and part-time employment, and benefits. In addition, this area also describes timekeeping procedures (such as defining a “work week”). This area may also include information about daily breaks.
  • Information about employee pay and benefits. Usually, additional employees are awarded some benefits, plus additional rewards (such as enrollment in a 401K retirement account program, additional vacation and pay raises) after having worked for a certain period of time. These are spelled out in this section.
  • Guidelines and procedures for travel and expenses (T & E).
  • Information about different types of leave, including holidays , paid time off (PTO), sick time , personal leave, military leave, bereavement, and voting leave. If the use is covered by the US Family and Medical Leave Act of 1993- Generally 50 or more employees – usually a handbook contains information about FMLA and Often includes specific policies for parental and medical leave.
  • Expectations about conduct and discipline policies. These sections include conduct policies for such areas as sexual harassment , alcohol and drug use, and attendance; more, grounds for dismissal (ie, getting fired, ugly off ) and due process . This area may also include information about co-workers and supervisors, and communicating work-related issues with supervisors and / or company managers.
  • Guidelines for employee performance reviews (such as how and when they are conducted).
  • Policies for promotion, transfers, or demotion to a certain position.
  • Rules concerning mail; use of the telephone, company equipment, Internet and email ; and employee uses motor vehicles for job assignments.
  • Procedures on handling on-the-job accidents, such as those that result in injury.
  • How an employee can voluntarily terminate his / her job (through retirement or resignation), and exit interviews.
  • A requirement that employees keep certain business information confidential. This area usually includes information and information retrieval and information.

Revisions to an employee handbook from the company. At many larger companies, a revised annual handbook or other regular intervals. It is recommended that the handbooks be updated as laws and regulations change.

Acknowledgment of receipt form

New employees are often required to sign an acknowledgment of employment, and they understand and understand the information. [3]

Acknowledged forms typically have additional content:

  • A disclaimer that the handbook is not a contract or other employment agreement.
  • A statement that the handbook may change with these changes. This is an attempt by employers to protect themselves from a change in policy.
  • In the US, at-will Employers will state the fact Typically aussi That employment is at-will and the May employment relationship be terminated at Any Time for Any Reason with gold without cause.

Failure of an employee to signify the acknowledgment of completion may be possible.

Culture-first employee handbooks

In 2009, Netflix is ​​a new publication entitled ” Netflix Culture: Freedom & Responsibility”, which describes their movement and their relationship to one another. The presentation went viral and as of March 2017 had nearly 16 million views.

Netflix’s employee handbook. It has been very influential, with many companies copying their “unlimited” vacation policy [4] and their simple “Act in Netflix’s best interests” policy.

Alongside the Valve Handbook for New Employees and the Zappos Culture Book , the presentation of the culture of the first generation of employees. [5] Even the policies are rewritten in a much different way than tradition would dictate, or include informative summaries or introductions in plain language.

Need for employee handbook

Federal and state laws and regulations are of the opinion that the business of the company is a business requirement for firms of any size.

For example, the United States Equal Employment Opportunity Commission reported that in 2005, companies paid more than $ 378 million in non-litigated settlements discrimination. In 2014, the EEOC received a total of 88,778 discrimination charges filed against private businesses. [6]

Other examples of litigation against a company stemming from employee actions are the release of a customer’s private information and, of course, the actions of one employee against another; sexual harassment being a type of offensive employee conduct.

That Said, some legal counsels recommend very small companies (less than 10 or 15 employees) to not -have handbook has at All Because MOST very small companies find it difficulty to dedicate time or resources to Maintaining an up-to-time employee handbook. It may be less likely to be misleading, out-of-date, or incomplete policies. [7] [8] However, others have maintained that there are benefits to small organizations, such as some NGOs, to maintain a quality policy manual for staff. [8]

An effective employee handbook is an obvious, simple and inexpensive answer to the question, “How does business protect itself against lawsuits based on employee behavior?” There are several key sections that should be included in an employee handbook if a business decides to implement one. [9] There are also several key elements that businesses should consider before implementing an employee handbook.

One of the most important aspects of any employee’s handbook. If a company chooses to publish its handbook in multiple languages, each version should be updated concurrently.

Employee handbooks should be reviewed by an attorney for consistency and current federal and state laws. As an example, many US states have specific laws that go above and beyond federal laws . Because of this, a New Mexico employee handbook should not be used in California. In the US, California is the state with the highest number of regulations that go above and beyond federal law. Companies operating there usually have special contentfor California employees. Other New York, Mass., Illinois, Connecticut, Washington DC, and Texas.

In the United Kingdom, the employee handbook may also be part of an employee’s terms and conditions of employment. If five or more people are employed, it is a requirement of the Health and Safety at Work Act to have a written statement of the company’s health and safety policy. [10]

References

  1. Jump up^ “How to Write a Great Employee Handbook” . NFIB . 2017-06-20.
  2. Jump up^ The 3 Types of Employee Handbook Content
  3. Jump up^ “Acknowledgment: Handbook Receipt” . SHRM . 2014-08-19 . Retrieved 2017-03-29 .
  4. Jump up^ Renzulli, Kerry Anne (October 14, 2015). “Why Your Company Wants to Give You Unlimited Vacation” . Time .
  5. Jump up^ O’Dea, Thomas (2017). “How to Write a Culture First Employee Handbook” (PDF) . Blissbook .
  6. Jump up^ “Trends in Employment Lawsuits – A CEDR HR Infographic” . CEDR . Retrieved 2016-01-26 .
  7. Jump up^ “Employee Handbooks Can Create Risk For The Company – Unless You Do Them Right” . ERE Media . 2015-10-19 . Retrieved 2017-03-29 .
  8. ^ Jump up to:b Cameron, Bobby Thomas (2015). “Policy manuals: Important for NGO management” (PDF) . Appointment . Atlantic Council for International Cooperation. 15 : 12.
  9. Jump up^ “How to Write a Great Employee Handbook” . NFIB . 2017-06-20.
  10. Jump up^ http://www.citation.co.uk/health-and-safety/employee-handbookEmployee Handbooks

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