What are Employee Handbooks?
An employee handbook is a comprehensive document that outlines a company’s policies, procedures, and expectations for its employees. It serves as a guidebook for employees, providing them with information about the company’s culture, values, and rules. Employee handbooks typically cover topics such as employment policies, benefits, compensation, work hours, and conduct expectations.
Employee handbooks are an essential tool for companies of all sizes, as they help to establish clear expectations and guidelines for employees. They also play a critical role in protecting the company from legal liability by outlining its policies and procedures in a clear and concise manner.
Employee handbooks are typically distributed to new employees during the onboarding process and are updated regularly to reflect changes in company policies or regulations.
Why do companies have employee handbooks?
Employee handbooks serve as a guide for employees to understand company policies, procedures, and expectations. They also help employers communicate important information such as benefits, safety guidelines, and disciplinary procedures.
What should be included in an employee handbook?
An employee handbook should include a company’s mission statement, policies on discrimination and harassment, benefits information, code of conduct, safety guidelines, and disciplinary procedures. It should also include information on employee rights and responsibilities, as well as any legal requirements for the industry.
Employee Handbook Dos And Donts
- Include a clear and concise introduction that explains the purpose of the handbook.
- Clearly outline company policies and procedures, including information on employee benefits and leave policies.
- Ensure that the handbook is up-to-date and complies with all relevant laws and regulations.
- Provide employees with a copy of the handbook and ensure they have access to it at all times.
- Regularly update the handbook as company policies and procedures change.
- Do not include discriminatory language or policies that could be considered discriminatory.
- Do not make promises or commitments that the company cannot keep.
- Do not include policies or procedures that violate any laws or regulations.
- Do not include policies that are unclear or difficult to understand.
- Do not fail to enforce policies outlined in the handbook.