It is important that every employee handbook include a policy regarding equal employment opportunity and non-discrimination. Introduction and welcome statement. SICK DAYS. The site is read by a world-wide audience and ​employment laws and regulations vary from state to state and country to country. This will include topics employees care about, such as: 1. Want to Know What Goes Into an Employee Handbook Table of Contents? Meal and rest breaks 6. Set the tone for your organization 2. Provide a consistent message for your employees 4. While the task of creating or updating an employee handbook might seem daunting for a small business (really, who has the time? Conflict of interest statement 4. Your employee handbook isn’t just a helpful reference doc; it captures the culture, values, and personality of your company. That’s a … Need a Sample Employee Handbook Introduction? Most states, Massachusetts included, have an at-will work policy, which means that companies and employees can separate from one another at any time. The Employee's Signature: Give each new employee a copy of the handbook at hire, have the employee read and then sign that he/she understands the contents of the handbook. An employee handbook can help protect the organisation if a dispute is put forward by an employee. The employee handbook (and the newer, cooler “culture code”) is a great tool for employees, new and existing, to learn the company’s mission, values and norms. You can also subscribe without commenting. Equal employment opportunity statement 3. Third, the handbook should certainly include any workplace notices or policies that are required by law, such as those related to the Family and Medical Leave Act (FMLA),Consolidated... Read more about Employee Handbooks Your employee handbook should already clearly articulate the company’s EEO statement and emphasize your organization’s commitment to hiring individuals based on competency without regard for race, color, religion, national origin, or familial affiliation. Your email address will not be published. This clearly maps out who’s who, starting from the top to the very bottom. This sample table of contents also covers pay, performance expectations, and legal issues. We decided the best companies to work for would be a good place to start. When we started our research on employee handbooks, we asked: What kind of companies would have exemplary handbooks we could really learn from? If there’s anything that’s frowned upon, this section should cover it. This handbook is provided to the … Hiring policies 2. What Contents Are Recommended for an Employee Handbook? Replies to my comments The employee handbook can also include a section on when it is appropriate to use personal cell phones and make personal phone calls. The purpose of an employee handbook is to educate new employees about working in your organization. An employee handbook—or employee manual—is an important living document for your employees that outlines your company policies, history, and culture for current and future employees. This section may include your: 1. It should go deeper and explain why you have those policies and why they are important. Here are the policies, procedures, benefits, expectations of the employment relationship, professional behavioral expectations, and more that are often found in an employee handbook. We will no longer accept a doctor’s statement (note) as proof of sickness. After a welcome and introduction from your president or CEO, begin with general employment information. Social Media. Guidelines for employee conduct. Can be a living document that evolves and grows with the organisation. Describe your company’s history, from the day you were founded, by whom, and why. It should lay out your legal obligations as an employer and your employees’ rights. The employee handbook should include policies that comply with these standards (and applicable state wage and hour standards), as well as provide information for employees based on classification as either exempt or non-exempt, pay frequency, performance reviews, salary increases, and bonuses (if offered). If only some employees are eligible for a certain type of leave, disclose that in the handbook. Summarize rules and policies that affect your company culture 3. Second, the handbook may define or summarize the legal relationship between the employer and the employee. By jencarsen Jul 5, 2011 HR Management & Compliance. Equal opportunity statement and anti-harassment statement Please seek legal assistance, or assistance from State, Federal, or International governmental resources, to make certain your legal interpretation and decisions are correct for your location. One of the top motivations for businesses to create an employee handbook is to train new hires. Review your employee handbook to make sure your policies are equitable. Please use these samples as guides for developing the policies and content of your own employee handbook. This article will help you fix that. Now back to business: here are the main policies you’ll want to record in that employee handbook: One of the top motivations for businesses to create an employee handbook is to train new hires. From your original vision to how your company came into being, your company’s story is the underlying foundation that inspires people to show up and do amazing things every single day. A critical component of your employee handbook is the general information about being employed with your company. Set out your expectations for channels like: Not to downplay other critical policies, but the next two sections are ones your employees will likely flip back to frequently. It contains a few unsound workplace policies—can you spot them all? If your state is the same, state it in your handbook so you get the protection this policy affords. Include in the handbook policies on all types of leave that are permissible, such as vacations, sick days, jury duty, maternity leave, etc. Formalize Polices, Even Temporary Ones. 2. What You Need to Know About Firing an Employee, Use a Receipt Acknowledgment When Employees Get a New Policy, Use These Samples to Write a Formal Employee Reprimand Letter, How to Reduce the Employer's Liability at Holiday Parties. Your code of conduct section should spell out the “10 Commandments” for life as a member of your team. So kick things off by laying out the basics that every employee should know before the shimmy through the front door. Overtime pay 5. Want to Know the Best Practices for Employee Personnel Files? The employee onboarding section may include your: If there isn’t an agreement clearly stated in your employee handbook, then this type of employment is assumed in all states besides the Treasure State (also known as Montana). It includes the 50+ sections recommended here and sample text) But it really shouldn’t. Give every policy careful consideration and take time to make your employee handbook shine. How to Confirm a Person's Employment Status, Employee and Employer Confidentiality Agreement, Employment Relationship: At-Will Employment, Accommodation for People With Disabilities, Harassment and Discrimination Reporting Procedure, Accepting and Giving Entertainment or Gifts, Email, Computer, Voicemail, Internet, and Telephone Usage, Performance Development Planning and Feedback Process, Employee Signoff Signifying Receipt of the Handbook, the At-Will Statement, and, Health Care Flexible Spending Account (FSAs). Bring new employees into the fold by sharing this history with them. 3. Though 87% of small businesses sized 10-200 have employee handbooks, HR experts agree that it’s best practice to start a handbook as soon as you hire your first employee, as it defines expectations and can protect you legally. (Or, skip ahead and download the Employee Handbook Template. What about customers, vendors, and other partners? Learn what you should include in your employee manual. Performance review procedures 8. Full-time vs. part-time hours 4. Safety and security procedures 9. What to Include in Your Employee Handbook How you choose to structure the contents of your employee handbook is entirely up to you. Then, start with the essentials and work your way up to the icing-on-the-cake benefits: It happens: Sometimes you just need to part ways. Susan Heathfield is an HR and management consultant with an MS degree. This section of your employee handbook should explain what happens when someone quits or, Though 87% of small businesses sized 10-200 have employee handbooks, 10 of the Most Common Employee 401(k) Questions, Answered, Consolidated Omnibus Budget Reconciliation Act (COBRA) benefits, How to Get Your Employees to Actually Respond to Surveys, Planning a Team Offsite? The kind of information you include will depend greatly on the size of your company, the industry you specialise in, and the tone or style you use to … Employee Handbook Examples: The Deep Dive. You’ll want to include hot topics like: How does your team interact with each other? Include an introduction that tells employees why they should read the handbook. But not matter type of business you’re running, there are several essentials you’ll probably want to include when drafting your employee handbook. A good handbook will: 1. This table of contents and the linked policies, articles, and other material may not be reprinted online or used for publication without written permission from the author. Payment schedule (and payment methods available) 3. (Okay, this isn’t really a policy, but it’s still important). Learn about Gusto’s HR services. Make It a Success with These 8 Pro Tips. The handbook lays out expectations about everything from the dress code to employee benefits to conduct policy. Even if some of the new policies are temporary in nature, it's still a good idea to update your written employee guidelines in the short term so that employees are aware of their rights and expectations. Plus, it gives your employees the clarity they need to know how things work. When additional resources are available on the site about a particular employee handbook item, click the links to find additional articles, policies, checklists, and forms here for central interest. Even the most free-flowing organization has boundaries. Gusto conducted a survey of more than 330 businesses to find out what they’ve prioritized in their employee handbooks. Creating an employee handbook, or employee manual, allows you to reinforce workplace policies and employee guidelines. 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