What to Include In an Employee Handbook. Employee manuals, policy and procedure manuals, employee handbooks - - whatever you want to call them - - are often considered a necessary evil by both employees and employers. They typically generate consternation from employees, especially if they are not clear, well- written, and specific to the business and if they focus mostly on negativity - - in other words list, only what not to do. In most workplaces, it comes within the responsibilities bracket of the HR department to oversee and maintain the employee records. The format of employee record documents differs from company to company.Employers, meanwhile, typically look at these manuals in terms of how to cover their. In order to have an effective policy manual, the employer should take the time to identify what is important to the business, both in keeping the employees informed and happy, as well as accomplishing the business objectives of the company. The success of an employee handbook hinges on what you include and how you word policies. The first rule for writing a winning playbook is that it must be written in a clear, understandable manner, and reflect the culture of the business. Certain policies need to be in the handbook by law. This means that you should take the time to learn about local and state requirements, as well as federal requirements, Cooper says. Other policies should be in the handbook to protect the employer. That may also determine how you decide to set up the employee handbook. The first step is to become familiar with federal, state, and local employment laws that you must abide by - - some are even required to be posted in the company employee handbook. Department of Labor spells out information for employers about federal laws that impact workplace issues on its website at www. If your business operates in more than one state, you may have legal reasons for writing different handbooks for employees in each state. For example, if you have different business units, such as a manufacturing facility and a sales and research facility, you may want to have the core handbook be the same for each group of employees but you may want to include specific policies for specific business units, such as if one business unit has a union or hourly- paid employees, Cooper says. After determining how you will approach the employee handbook, you need to determine which policies you need to include by law. Some companies offer software or templates that can be a good start to step you through the process. But policies may vary from state to state. If you are unsure which policies are required by law, you should check with human resources organizations or your employment attorney. Many state labor departments also have listings on their websites for employers about laws they must abide by when doing business in the state and these can be helpful in determining what to include in an employee handbook. 0 Ana Rodriguez TECM 2700 -Terry 9:00 -9:50 a.m. 5/2/2014 McDonald’s New Employee Manual. Welcome to the Oakland International Airport. Find information about flights, airlines, airport services, and careers. Sample Employee Manual. Examples of harassment would include name-calling. There will be no work performed for free on anyone who is not an employee or immediate family member without permission of management. The policies you need to include in an employee handbook by law may include the following: Family medical leave policies. The federal government's Family Medical Leave Act requires that employers of certain size must provide employees with up to 1. Many states have their own policies regarding unpaid family leave, as well. Equal employment and non- discrimination policies. Click here to download a free new employee training plan template to delight your employees and drive engagement today! Department of Labor requires many businesses to post information stating that the business follows non- discrimination and equal employment opportunity laws in hiring and promotion. Worker's compensation policies. I have provided free employee evaluation forms for your use. Feel free to change them in whatever way that works best for your organization. Many states require that employees be informed of worker's compensation policies in writing. Among other laws that might require inclusion in employee handbooks are policies regarding accommodation of disabilities, policies on military leave, policies on breast- feeding accommodation, and crime victims leave policies. Dig Deeper: How to Assemble an Employee Handbook. What to Include In an Employee Handbook: Clauses Every Employee Handbook Should Include There are a few general disclaimers that every employee handbook should have. It's important to point out that the handbook is just that - - a handbook - - and does not make any promises about continued employment. Cooper recommends the following wording: . The handbook should make clear that it is the ultimate word on company policies. Cooper suggests you use the following language: . It's important to leave a little wiggle room because times change, new issues come up, and you may need to make revisions. This is how Cooper suggests you word this provision: . In order to protect your business, and verify that your employees are aware that your company abides by these laws, it is important to include an acknowledgment page that the employee signs and returns. The acknowledgement should state that the employee understands it is their responsibility to read and follow the policies. You need to have your handbook be a true reflection of your business. While not required, a brief section discussing the company's history and its mission can help set the tone for an employee handbook. Rowson says this section can include discussions of a company mission statement, what is its reason for being, who are its customers, what is its position in the marketplace, etc. This section spells out the company's vacation policy, such as how vacation time is earned, and how to schedule time off. It should also spell out which holidays the company observes, including which holidays the company closes for and, if the company is a restaurant or other business that stays open on holidays, how employees will be compensated for working the holiday. You may also want to address sick leave, family medical leave, and other types of leave, such as military spousal leave. Under this heading, you can discuss the attendance policy, meal breaks and rest periods, and general expectations of employee conduct. This can include stating a policy against employee harassment discrimination, bans on smoking, a substance abuse policy, how employees may use the Internet or e- mail, and a dress code - - if you have the latter. You may want to address how employees should handle conflict resolution. Make this section very general in nature. Spell out your methods of payment and let employees know whether they will be paid every week or every two weeks or whatever. This is where you state your overtime policy, define work hours, and discuss your pay grade structure so that people know where they fit in the hierarchy, Rowson says. Cooper cautions that if you spell out a company policy for advancement that you need to remember that the company and its managers all need to buy into that policy. In this section, provide employees with a general overview of the benefits you offer in terms of health care, dental, vision, life insurance, etc., but don't discuss specific policies with specific companies. Do talk about who is eligible, whether only full- time employees or if part- time employees are offered a pro- rated benefits package, address that, as well. List the criteria for eligibility, when you can enroll in benefits, and what the critical life events are during which you can change benefits - - such as a marriage or birth of a child. After all the information is assembled into an employee handbook, make sure to vet the document before distributing it to employees. If at all possible, an attorney should be involved in preparing the handbook. Department of Labor http: //www. Guides to federal labor laws on the department of labor website can help you make sure you're covering the basics in your employee handbook. Small Business Handbook http: //www. Publications/smallbusiness/small- business. The Department of Labor's Occupational Safety and Health Administration's handbook for small businesses can help employers provide a safe and healthful workplace for their employees. Free Model Handbook http: //www. Smallbusinessnotes. The Alexander Hamilton Institute's Complete Policy Handbook ($1. CD- ROM with editable policies with state- by- state guidelines. And Policies Now is a deluxe program (hrtools. Q& A wizard to help you customize a manual. World at Work http: //www. This global human resources association focuses on compensation, benefits, work- life, and integrated total rewards to help organizations attract, motivate, and retain a talented workforce.
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