Employee handbooks are intended to protect both employers and employees. An effective employee complaint-resolution policy should: Identify key points of contact. Click To Tweet What Should be Included in an Employee Handbook. Some items that SHOULD NOT be included in your contractor handbook include: Information on benefits including paid holidays, vacation, probationary periods and insurance. This is only a short list to get you started. 9. Performance elements and standards should be measurable, understandable, verifiable, equitable, and achievable. Some of the most significant labor laws you may include in your handbook are: The Fair Labor Standards Act (FLSA). In this article, we explain what should be included in an employee handbook along with tips to help you create your own. Appoint a qualified person or committee to be the primary point of contact for handling employee complaints; be sure to include that person's contact information in your employee handbook. Protecting your business in the event of a lawsuit. So what should be included in an employee handbook? General Clauses Every Handbook Should Include Adhere to Company policies 3. THE DOS. Expect to update your handbook every one to two years. Your policies should make clear when specific benefits are being replaced (e.g., if you are dropping a health insurance . ); Holidays: a list of holidays should be provided and indication should be made as to whether the employees need to work on those holidays and how they will be compensated for the holidays. Consider also explaining the difference between full-time vs. part-time employees. The Act requires employers to pay covered employees who are not otherwise exempt at least the federal minimum . In addition, benefits employers are legally required to offer, like worker's comp and unemployment insurance should also be included in the employee handbook. XpertHR is adding COVID-specific changes to the federal and state policy statements located in the Employee Handbooks tool only when a change to the law is permanent.However, XpertHR is providing stand-alone policy templates to address certain COVID-related laws that are temporary in nature (e.g., in effect for a defined period or for the duration of the public health . Employee Standard of Conduct. Your employee handbook should explain the difference between an exempt vs. nonexempt employee. It's a good idea to write non-discrimination policies and include them in your employee handbook. Your handbook should be the personification of your company, giving employees the information they need to be effective team players. These handbooks should be easy to read and understand, include policies, procedures and benefit programs, and outline general expectations of the organization as well as the organization's compliance with state and federal employment laws. What should be included in an employee handbook will vary by company depending on the company size and industry. It's also the content your lawyer really wants you to have in your employee handbook. What Should Be Included In An Employee Handbook? An Employee Acknowledgment Form —At the end of the handbook, an acknowledgment form should be included for employers to sign and return to the employer to be kept on file. Employers should exercise caution when developing handbooks and related policy statements. Their signature is crucial documentation to show you and the employee that they understand the handbook and will abide by the policies within. Case-specific content is information that employees need to access on a case-by-case basis, usually because a specific event has occurred in the employee's life. 5 Key Employee Handbook Updates to Consider in 2021. For instance, no employer should place any unconditional promises in the manual, as these may lead to civil lawsuits in the future, should a disgruntled employee attempt to enforce one of those promises. An employee handbook, also familiar as an employee manual or staff handbook, an Employee handbook is a book given to employees by an employer. The employee then signs this page and returns it to the employer to be placed in the employee's personnel file. Third, an employee handbook should describe benefits available to workers, including time off, salary information and other benefits offered by the employer. It should educate employees about the company's mission and vision, explain workplace policies and procedures, lay out expectations and strategic goals, and include information about culture and leadership. Staff Benefits: This includes but is not limited to health and dental insurance . Independent contractors are not subject to minimum wages, overtime compensation, employee benefits or tax withholding, so don't include this language. There may have been little to no time to address handbook policies. Even if they seem like common sense, be sure to mention the following topics to avoid any . Examples of what not to do can be illuminating and memorable learning experiences. "Acknowledgements" Best Practices - If an employer distributes new or updated policies to employees they should likewise require the employees to sign an acknowledgement that includes: While your employee handbook will be undoubtedly unique and particular to your culture and company values, we've created a sample employee handbook to help get you started. Rather, during her employment, the employee was twice required to use a computer mouse to click on the Handbook, which included the agreement to arbitrate and delegation clause. An employee handbook can also protect your company from lawsuits. An out-of-date employee handbook, or one missing key elements, is just as bad as having none at all. Outline the steps employees should take prior to filing a complaint. Keep in mind that you can have your new hires sign documents virtually using eversign. Overview: The first section of the Employee Handbook should include as much information about the organization as possible, including the church's story, vision and values. 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). Oct 19 | min read. A well-written handbook takes into account your most important company policies and lays them out in an accessible format. Work information: Basic information on time and pay should be covered in your handbook. There is no universal employee handbook template that applies to every situation; however, below are some elements that frequently appear: 1. In many instances, the contract may make a reference to the handbook or a policy in the handbook, for example, all grievances will be conducted in accordance with the grievance procedure contained in the staff handbook. Mission statements should be specific, inspirational, and concise in describing why your company is valuable. An employee handbook is a customizable tool that can fit any business across every industry. Be sure you include key state and federal policies, and realize that new laws and regulations mean revisions to your handbook to remain . Employers should include in their employee handbooks a zero tolerance, anti-bullying policy as part of their commitment to a safe and healthy work environment. Thoroughly explaining employee benefits (e.g., health care) Ensuring compliance with company rules and federal, state, and local laws. This is a statement that you are committed to equal opportunity that applies to all facets of employment from the time of application to hires, promotions, compensation, and ultimately termination . Such policies should include a process for reporting bullying, as well as responding to and investigating complaints of bullying. Please use these samples as guides for developing the policies and . An out-of-date employee handbook, or one missing key elements, is just as bad as having none at all. Company policy and culture should be important to every employee. Employee handbooks serve several purposes that ultimately benefit both employees and . For assistance with drafting or reviewing employee handbooks, contact Attorney Nancy E. Joerg who can be reached at Wessels Sherman's St. Charles, Illinois office: 630-377 . 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 . This makes it crucial for business leaders to ensure that the code of ethics is written clearly and intentionally to include the most essential pieces of info. The policies that you need to adhere to in an employee handbook by law include medical leave policies (for a serious health condition, childbirth, and more), equal employment opportunities, non-discrimination policies, staff's compensation policies, and more. Employee handbooks serve as the link between an employer and employee's . You should also include documents that require signing, such as the at-will employment clause, conflict of interest statement, confidentiality agreement, an equal employment opportunity statement. Stay on top of these laws so that you can update your employee handbook as new . This Handbook was not physically distributed to, or signed by, the employee. Best Practices. This sample table of contents also covers pay, performance expectations, and legal issues. Guidance for Employers. In no particular order, here are 10 things that should be included to have an effective employee handbook: 1. Streamline Onboarding. Employee handbooks should be designed to do more than just communicate information and answer routine questions; your handbook should help you achieve your organizational goals and objectives.
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