But, if it does, it is important to point out to your team how their online presence may impact the company. Your employee handbook can be a great place to communicate about this delicate subject. Define what you want your employees to wear. If you require your staff to wear a uniform, define the pieces that are included, and how they should wear them. For example, you may have specific shirts your team members are expected to wear. In this section, it will be important to address whether or not the uniform is mandatory, what type of pants they should wear, and what kind of shoes you expect them to have.
Decide if having a professional draft of your handbook is better for you. Once you browse several online templates, you may find yourself in unfamiliar territory. Consider working with an employee payroll service that likely includes an employee manual. Do your research and you may find that if you are using an employee payroll service, they may offer this service at a discount, or perhaps even included in your fees.
If you can work this expense into your budget, you may find hiring a professional can be well worth the investment. Write a brief mission statement. What better way to begin your employee manual than with a few brief, descriptive sentences about what it is that your company stands for.
This statement can set the tone for your employee handbook, making it a more positive and inviting document. Consider using a template. One quick Google search will reveal countless employee handbook templates, many of which are completely free.
Find one that fits your industry and business model, and analyze it. Learn from others. Speak with your management staff and team regarding your systems.
Consider that it only takes one lawsuit to deliver a crushing blow to your company, and the effects of litigation could go far beyond financial losses. It also can put stress on you and your employees. You might have been able to prevent the lawsuit had you created an employee handbook.
You may be wondering if having an employee handbook is mandatory for your business. Smart small business owners opt for both, to have all their bases covered. If you operate business locations in different states, you may have to write and produce different manuals; contact your attorney for more information. For example, the Connecticut Department of Labor requirements may not be the same as the California Department of Industrial Relations requirements.
Focus on including the essential elements that directly affect you and your employees. Your values and beliefs are the guiding principles—that which matters most to you—that drive every aspect of your business.
Be clear about what you stand for, and you can empower your employees to be your best advocates. In this section, you may want to include:. This section is a crowd favorite and the first the employee will read in detail. Not only do they want to have a full and clear understanding of when and how they will be compensated, along with the performance review process, but they also want to understand the benefits and company perks for which they are eligible.
Are you a company that gives structured annual or semi-annual appraisals, or is the process more laid-back and fluid? When it comes to benefits, you want to deliver a general overview of what you offer in terms of health care, dental, vision, life insurance, and retirement plans, including the eligibility requirements.
In this section, you want to explain:. You want to give employees a basic understanding of what you deem to be acceptable. Areas to include within your code of conduct are:.
The employee handbook also should address any disciplinary procedures you have in place relating to employee behavior in the workplace. The law also outlines redress for retaliation and intimidation. During the leave period, employers also have to maintain all employee health benefits.
You also may need to review state laws to determine if you need to address any additional mandates in your employee manual. Here you want to clarify your hours of operation and when employees are expected to arrive and leave.
You should include any observed holidays, any policies related to working during holidays or nonbusiness hours, and how employees will be compensated. A company handbook has, far too often, been a way to navigate disputes and legal situations by delivering an inclusive rulebook to steer new and old staff alike away from the types of situations that end up creating headaches and problems—or worse still—in court.
Create something your employees want to read. Some of the bigger and more creative players have been delivering truly informative and entertaining books, booklets, presentations, and PDFs for years.
Reflect on your company culture , brand style , and voice. Make it exciting and something your new hires want to read.
Your employee handbook should be far more than minimizing risk. If you deliver something your new hires will want to read , instead of stuffing it to the back of the bottom drawer of their desk after a quick skim and an untimely yawn, it will, at long last, be doing the job it was built for.
Your company employee handbook is a map of how to behave in your company. It contains the rules, regulations, expectations, and demands you need your teams to comply with. A good place to start considering what the ideal employee handbook should include could be:. This gives managers, HR, and employers a little protection when disputes arise, covered by its content.
Open and honest communication is one of the most valued company qualities by new hires, and this guide delivers an opportunity to show how that works for you from the outset. It can be a first step into who and where to go when there is a problem. Communication is key to all relationships—what a fabulous opportunity your handbook can provide. This multi-purpose tool will help integrate employees quicker and understand their roles, performance expectations, and responsibilities.
It will ensure consistency, equality, and fairness, throughout individuals, teams, and operations, inside and outside the business premises. Your company culture doesn't include being deceptive and playing the system to your advantage, so neither should your handbook.
Being open and honest is going to benefit everyone, so stick with it. How many paid sick days do you offer? Generate a high quality, updated employee handbook.
A customized handbook generated specifically for your company. How to Create a Great Employee Handbook Get an updated, high-quality employee handbook for your company. You can preview your document with no obligation to purchase. Customized Handbook. Company Information. Assemble Handbook. Download Document. Handbooks Features We deliver high quality employee handbooks, custom made for your business. Create a detailed employee handbook Generate an employee handbook specific to your company.
Your document is available instantly. Simple, painless HR manuals We incorporate best practices. You get a thorough, detailed employee handbook. Handbooks for Your State Documentation requirements vary by state and can be difficult to track. Tools to Help Our tools are designed to make your job easier.
We take the pain out of generating HR documents. Focus on What You Do You're going to love how easy tracking employee acknowledgments has become. Trusted Documents See why companies all over the country trust Handbooks to generate the busines-critical documents. Frequently Asked Questions The questions being asked about employee handbooks. How is this process different than hiring an expert to write an employee manual?
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What other benefits come from upgrading to a comprehnsive handbook? A solid employee handbook is the foundational to establishing trust and expectations. Download a sample handbook. What our customers say Feedback from our fans.
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