Your code of conduct section should spell out the “10 Commandments” for life as a member of your team. At-will employment clause 2. The employee handbook can also include a section on when it is appropriate to use personal cell phones and make personal phone calls. Confidentiality agreement 5. We will no longer accept a doctor’s statement (note) as proof of sickness. We decided the best companies to work for would be a good place to start. Talk Shop  Starting a Business • Hiring and Growth • Finances and Taxes • Team Management, Gusto.com  Payroll • HR • Benefits and more. Formalize Polices, Even Temporary Ones. Payment schedule (and payment methods available) 3. 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 … Here’s a look at the policies you’ll want to cover: Woohoo! It includes the 50+ sections recommended here and sample text) Equal opportunity statement and anti-harassment statement Workplace Professionalism and Company Representation, Use These Sample HR Policies and Procedures for Employee Management, A Look at the Purpose and Benefit of Having an Employee Handbook, Sample Employee Handbook Acknowledgement of Receipt, The Guidelines for Employee Handbooks and Why They Are Needed, Sample Weapons Policy to Put in an Employee Handbook, The Importance of Documentation in Human Resources, Essential Elements of an Employee Personnel File. What should you include in an employee handbook? If you are able to go to the doctor, you are able to come to work. Open with a quick-reference section that outlines details such as which types of workers are eligible, when benefits kick in, and your plan’s policy number. What to Include in Your Employee Handbook How you choose to structure the contents of your employee handbook is entirely up to you. Make It a Success with These 8 Pro Tips. Most employee handbooks include information on: Company culture, values, and a mission statement Human resource and legal information as well as rights and obligations related to employment Realistic expectations; both what the company expects to see from its employees and what employees can expect from the company This is a manual that details the company’s rules, policies, and what’s expected of the employee (and vice versa). What to include in an employee handbook An effective employee handbook includes: Your company’s mission, vision and an overview of its culture. (Okay, this isn’t really a policy, but it’s still important). Meal and rest breaks 6. One emerging best practice is creating an employee handbook addendum specifically built around modifications to work and workplace culture created by COVID-19. 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. So kick things off by laying out the basics that every employee should know before the shimmy through the front door. We’re here for you. Your company has provided extra benefits for its employees to keep them coming back to work. Your employee handbook isn’t just a helpful reference doc; it captures the culture, values, and personality of your company. This information is for guidance, ideas, and assistance. Employees receive more than just a paycheck every month from your organization. Now is the best time to switch. After a welcome and introduction from your president or CEO, begin with general employment information. Want to Know What Goes Into an Employee Handbook Table of Contents? Susan Heathfield is an HR and management consultant with an MS degree. 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). If there’s anything that’s frowned upon, this section should cover it. 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). Here are the policies, procedures, benefits, expectations of the employment relationship, professional behavioral expectations, and more that are often found in an employee handbook. Though you’re not required by law to have an employee handbook, recording key policies can protect your business. Summarize rules and policies that affect your company culture 3. Similarly, make sure managers understand policies. Most states, Massachusetts included, have an at-will work policy, which means that companies and employees can separate from one another at any time. Here’s an example of a sample at-will clause you can use as a model: “Keep in mind that [your company] is an at-will employer. For example, you can explain your: What’s life like at the office? Some of this may seem like common sense, but it can still be helpful to spell it all out in your employee manual. Yesterday, we began our list of the top 10 employee handbook drafting pitfalls to avoid, courtesy of the law firm of Lehr Middlebrooks & Vreeland, PC. The employee handbook serves several purposes. She has covered HR for The Balance Careers since 2000. You undermine your employee handbook if a manager shows favoritism. All If you want to have a great employee handbook, the one that your employees will really read, then your employee handbook should include more than just boring company’s policies. Don't subscribe Full-time vs. part-time hours 4. Introduction and welcome statement. 3. By including this information in your handbook, you create both a new level of clarity and a new level of accountability for employees. Reduces time wasted by management addressing questions about policy. You’ll want to include hot topics like: How does your team interact with each other? Employee handbooks put your policies in writing and outline expectations for your employees. 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