Although this policy is already a given, you still need to emphasize it in the employee handbook to keep everyone on the same page. Otherwise, you could be raising eyebrows over your failure to keep policies consistent among staff members. Do outline your expectations from employees. Once two parties are bound to an agreement, they are each expected to uphold their obligations. The handbook serves to remind employees of their job duties and responsibilities, as well as their rights and benefits in the arrangement.
Do consider tech-related policies. Most companies prohibit employees from using their personal mobile devices while on the job. Social media interactions and content are sometimes monitored as well. Do have an anti-harassment policy.
Given its alarming prevalence in the workplace, an anti-harassment policy is one of the most important policies to include in an employee handbook. A reputable company would know how to handle these cases through appropriate actions. The policy should cover all the necessary actions to prevent and address possible cases of employee harassment, including a complaint procedure, harassment investigation, and confidentiality conditions.
Be very careful about the approach you choose to take as liability concerns play a huge factor in the whole ordeal. The policy must also apply to all possible cases of harassment under the anti-discrimination laws of your local, state, and national laws. Do include disciplinary actions. In most cases, an employee handbook would specify examples of offenses that require corrective action and the possibility of employee termination. It is essential for employees to be aware of the risks that they may face if they fail to abide by the policies, laws, and procedures laid out in the handbook.
You have to be considerate about the circumstance, especially when cases are likely to vary. An employee handbook and an employment contract are two separate business documents that play a huge role in governing employer and employee relations accordingly. However, handbooks do not function as an employment contract unless otherwise stated. In the same terms, the handbook must confirm the employment relationship with a clause specifying its possible termination. Employee non-compete agreements , non-solicit, and non-disclosure documents cannot be enforced in conjunction with an employee handbook when your disclaimer clearly specifies that it is not a contract.
This will only complicate the arrangement and open doors for arguments. Employee handbooks are almost never the same. It is not a one-size-fits-all endeavor that employers can take advantage of to avoid the inconveniences of developing one from scratch.
The contents of the handbook usually vary depending on the employment-related laws that apply to the nature of the business and whether the employer has the requisite number of employees to implement that policy. The handbook should convey information in a succinct manner to make it easy for readers to grasp.
Any employee handbooks should be reviewed by your legal counsel for compliance with federal and state laws and regulations and should be modified to suit your organization's culture, industry and practices. Are you already subscribed and saving time building and updating your employee handbook? Creating and updating an employee handbook can be overwhelming, costly and expose you to unnecessary risk.
The SHRM Employee Handbook Builder is a browser-based system, unlike software products that require you to download files onto your desktop. With the Handbook Builder, you can build, access, and update your handbook from any computer with a browser and an internet connection. Your handbook is hosted on secured servers and can be made available over the web to employees with real-time updates you provide. Is the employee handbook builder something I can access from anywhere?
The Employee Handbook Builder is housed in the cloud. It can be accessed anywhere with an Internet connection including on tablets and smart devices. Can I include a company logo, watermark, or header and footer in the handbook?
Do I have to download anything to use the employee handbook builder? The employee handbook builder is completely web-based. Unlike some employee handbook software, no downloads or installations are required. My company handbook is out-of-date, can we import our old handbook into your system and edit it? Because our employee handbook builder uses expertly crafted language provided by our legal partners at Jackson Lewis, importing outside language is not possible.
This ensures that all the federal and state provisions and language requirements are included and legally compliant. After each provision you will review the provided language and have the ability to amend or replace that language with your own. Can we send a printed version to some employees and provide others with online access?
Your employee handbook is hosted online for you and your employees to access privately and securely. You also have the option to print copies. Professional printing services are available at an additional cost. Education First has created an elementary and adorable employee handbook that everyone would want to read. They used humorous illustrations throughout the handbook to keep the readers engaged.
This one is balanced between legal policies and company culture. It covers the legal part in the first section and about the work culture at Disqus in the second. This is one of the better-designed handbooks out of the list, created by PeopleHR. These employee handbook examples are the epitome of simple yet effective. All of these employee handbook samples shared above have found ways to make themselves engaging. A great employee handbook should communicate your core values, house rules, procedures, and company culture as directly as possible.
It should be a brilliant onboarding tool for new hires and a great reference tool for existing employees who need reminders on company policies. If you want your handbook to be memorable, it should be. Find ways to make it memorable.
From company mission statement and company history to company values, vacation policy, sick leave and employee benefits, a good HR company handbook should have it all. If you want to be able to answer these questions easily for your new hires, try AirMason Handbook Builder. Get beautifully designed handbook templates, create all the content in a jiffy by answering a few questions and easily share it with your employees using a link or as a PDF.
Visit AirMason. Sign in.
0コメント