If you learned to ride for the first time you just jump in the car and walk or have the rules of the road first? If you bake a cake, you follow a recipe or just throw random ingredients into a bowl and hope for the best? If you are a small company that does not otherwise have for your employees when they come to work with a manual or handbook to help them understand expectations and a better employee.
Here are three reasons for the production and use of an employee'sManual:
1. Provides a source of information about company policies and procedures, which is good for both managers and employees. By a well written employee handbook will form the basis for your employees and managers use to gain information about the policy of the enterprise such as attendance, dress codes, working hours, pay and performance issues and procedures at the request vacation time (if applicable ), the message to the company and the unplanned absenteeismDisciplinary procedures.
2. Is clarity and guidance to your managers and supervisors to consider how certain employment matters. Through the provision of written policies and procedures you can your managers and supervisors must treat all employees consistently and fairly.
3. Defines expectations for staff and helps to avoid misunderstandings and unacceptable behavior.
On the basis of size, not all the needs of small businesses an employment handbook. If you are only a few employees and yourWorkforce is stable (low turnover), which you probably do not need a written employee handbook. But if your small business grows or you have more than one location, an employee handbook will help to smooth out their growing pains and keep your processes and procedures are consistent. You may even want two manuals: one for all employees to produce the basic information and contains general company information, and a detailed guide for political bosses and executivescomprehensive information and procedures for each policy area makes available.
Most employee handbooks contain the following information:
1. Company Overview: Write a story about your business, a vision, information about the culture of your business, ethics, goals and management philosophy.
2. Equal Opportunities Policy, non-discrimination, anti-bullying policy, Americans with Disabilities Act Policy
3. Employment Categories:
a. Full-time,
b. Part Time,
c. Temporary
4. Compensation:
a. The payment of salaries,
b. Overtime
c. Employment records
D. Raises / merit increases
5. Time Off:
Others leave
b. Personal time / sick leave
c. Let the Family and Medical Leave Act,
D. Company Holidays
6. Employee benefits:
a. Health Insurance
b. Flexible Spending Account
c. Group LifeInsurance
D. Retirement Plan
e. Workers Compensation Benefits
7. On the Job:
a. attendance, punctuality
b. Drug and Alcohol
c. Dress Code
D. Reimbursement
e. Disciplinary Process
f. Smoking
g. Internet and e-mail use
h. Company equipment and computer system
i. Workplace Violence
j. Security
This list is not complete and your company may not need or wantinclude everything listed above. If your company does not have a retirement plan, it will not do!
If you have decided to create an employee handbook or in your manual update Here are a few suggestions are:
1. If you start from scratch, on a train pull out all memos, notes, letters and information you previously provided to your employees. (Order this information into categories, you may want to) use the above list and decide whether it is still relevant and if youwant to include it.
2. To make it easier to update your handbook list one policy per page and include an effective date as well as a revision date.
3. Make sure you include language which protects your company. Courts have considered handbooks to be contracts. Including a statement like the below and having your employees acknowledge receipt will help protect your company against lawsuits and misunderstandings:
"I acknowledge that I have received a copy of ABC Company's Employee Handbook. I agree to read it thoroughly, including the statements in the preface describes the purpose and effect of the manual. I agree, if there is a policy or a provision in the manual that I do not understand, I will seek clarification from the Department of Human Resources. I understand that ABC Company is "at will" employer and as such employment with ABC is not for a certain period or for a definite period and may, in accordance with the will of either party, be terminated, with or withoutCause and without prior notice. ) No supervisor or other representative of the company (other than the President has the authority to enter into an agreement for employment for a specified period, or to make any agreement contrary to the above. Furthermore, I understand that this manual states ABC policies and practices in effect on the date of publication. I understand that nothing can the information contained in this manual as creating a promise of future benefits or binding interpretationContract with ABC for services or for other purposes. I also understand that these policies and procedures are continually evaluated and may be amended, modified or terminated at any time. "
4. If you use standard forms have a copy of each form with the relevant policy areas. If you do not have standard forms, is now a good time to create them.
When you have completed your manual, do not just leave them on the shelf. Make it a part of your new employee orientation. Review withall employees at least once a year and make sure that managers and supervisors thoroughly understand your policies and procedures. What is worse than if you do not, an employee handbook? With one and not according to the guidelines and procedures.
Whether you do your own employee handbook, someone committed to do this, buy or develop a pre-release, it's a good idea to spread your attorney review the manual before using it to your employees. Employment laws vary from state toState and with your employment attorney review the manual is only a good business sense.