When you learned to drive first, did you get into the car, did you first learn the rules of the way? When you bake the cake, do you obey the recipe or put random ingredients in the ball and wish for the best? If you are a small business, it will not change for employees. When they work with manuals and handbooks, they help them understand their expectations and become better employees.
There are three reasons to create and use the employee handbook.
1. Provide information sources on corporate policies and procedures, good for both management and employees. By having a well-written employee handbook, in order to obtain information on company policy such as attendees, clothing codes, working hours, wage and performance issues, procedures for requesting vacation ), Notify the company of unscheduled absence and clinical processes.
2. Give clarity and direction to managers and supervisors on how to deal with specific employment issues. By submitting written policies and procedures, managers and supervisors can consistently and fairly handle all employees.
3. Set expectations of employees, avoid misunderstandings and unacceptable behavior.
Based on the scale, not all SMEs need an employment manual. If you have only a few employees and your job is stable (turnover is limited), you will not need an employee handbook. However, if your small business is growing, or there are multiple locations, the employee handbook relieves the growing pain and keeps the process and procedure consistent. You can also create two manuals: one for all employees, including the basic information you need and general company information. A more detailed policy manual for supervisors and administrators providing comprehensive information and procedures for each policy.
Most employee handbooks contain the following information.
1. Company Profile: Please provide some history of your company. Include vision statements and information on your company's culture, ethics, goals, management philosophy.
2. Equal Opportunity Declaration, Prohibition of Discrimination, Harassment Policy, American Persons with Disabilities Law Policy
3. Employment Category:
a. full-time,
b. part time,
c. temporary
4. Remuneration:
a. Payment payment,
b. with time,
c. Employment record
d. Increase / Increase Merit
5. Time run out:
a. A vacation
b. Absence due to personal time / illness
c. Leave for family with the Medical Leave Law,
d. Company holidays
6. Profit of employees:
a. Health insurance
b. Flexible spending account
c. Group life insurance
d. Retirement system
e. Benefits of workers' compensation
7. Job:
a. Attendance
b. Drugs and alcohol
c. Dress code
d. Redemption of expenses
e. Disciplinary action
f. Smoking
g. Use of the Internet and e-mail
h. Enterprise equipment and computer systems
Me. Violence in the workplace
j. safety
This list is not exhaustive, your company may not need to include all of the above. If your company does not have a retirement plan, please do not include it!
If you decide to create an employee handbook or update the handbook, please make the suggestion as follows.
1. If you are starting from scratch, compile all notes, notices, letters, and information previously provided to your employees. You can categorize this information into categories (you can use the list above) and decide whether it is still relevant and whether to include it.
2. To make it easier to update the handbook, list one policy per page and include the effective date and revision date.
3. Please make sure that the words to protect your company are included. The court considers the handbook as a contract. Making employees recognize receipts, including statements such as the following, will help protect your company from litigation and misunderstandings.
I acknowledge having received a copy of ABC's employee handbook. I agree to read thoroughly, including a preface sentence describing the purpose and effect of the handbook. I believe that ABC Company is an employer of "anytime", such employment with ABC may be terminated at the will of any party, with or without cause, not a fixed period or period I understand that. (Excluding the president) can not conclude employment contracts or make contracts that conflict for a specified period. Also included in this handbook are ABC's policies and practices for promises of future benefits, binding contracts for the benefit of ABC, or for other purposes. Procedures are continuously evaluated and can be modified, changed or terminated at any time. "
4. If you have a standard form, include a copy of each form in the relevant policy. If you do not have a standard form, you should create it now.
After completing the handbook, it is not just about placing it on the shelf. Make it part of the new employee's orientation. Review every employee at least every year and make sure that your manager and supervisor have a thorough understanding of your policies and procedures. Worse than not having an employee handbook? Have one and do not follow policies and procedures.
Even if you have an employee handbook created by yourself, hiring someone, or purchasing a canned version, we encourage lawyers to review the handbook before distributing them to employees. The employment law differs from state to state, and it is not just a business meaning for the manual review of your employment attorney.
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