Whether you have big or small business employees, you certainly have a policy and procedure created. The HR department is tasked with disseminating the different workplace policies to the old and new employees during their hiring orientation. This is essential for any employee to know and familiarize the various procedures and guidelines for an effective organization. Besides, it helps you to avoid breaking any federal laws.

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What Is an Employee Handbook?

An employee handbook is usually given during the hiring or training orientation. It contains guidance and information on a company’s vision, mission, values, policy samples, and other management policies, such as employee complaints, workplace accidents, and code of conduct. It can be a helpful resource for employees to train themselves with everything they need to learn to be successful and safe in your office. The handbook also helps safeguard employers against unfair treatment claims by forewarning employees of these policies so they know what to expect.

How To Make an Employee Handbook?

Creating a comprehensive handbook can protect your company legally. So, invest in making a well-written employee handbook to ensure that your company’s policies and guidelines communicate well to your employees. However, if you are having a hard time in creating one, you may continue reading the steps below to know more about its content.

1. Define Your Company Values and Mission Statement

To thrive, your employees must align with your company’s values, missions, and goals. That’s why you must lay out those aims at the start of your employee handbook. All you need to do is provide a remark that encompasses what counts most to you as a company.

2. Include The Employment Information

The integral component of your employee handbook is the general information about employment with your company. It includes the hiring policies, payment schedule, overtime pay, leaves of absences, performance review, etc.

3. Determine The Standards of Conduct

Aside from the requirements the law sets, you may also set your standards for the employee’s conduct. You may have the following in your handbooks: the dress code, alcohol and drug usage, ethics policy, social media policy, and many more.

4. Settle Employee Benefits

As you should not wonder, the employee benefits section is one of your employee handbook’s most frequently referenced sections. You may give the basics that your employee needs and deserve. It includes the vacation or paid day off, retirement plans, insurance coverage, training benefits, free lunches, and tuition reimbursement.

5. Non-Disclosure Agreement

Firms that work in highly competitive enterprises with business secrets and concern about employees jumping ship for a competitor may want to have employees sign a non-disclosure arrangement or at least include a conflict of interest policy in the employee handbook.

6. Disciplinary Policies

Your employees must understand the risks of not following the laws and procedures you lay out in the employee handbook. This section should explain that they will be held accountable for their actions and behavior.

What is the aim of the employee handbook?

An employee handbook aims to communicate for both the employer and the employee, as it provides direction and details related to the organization’s history, mission, values, policies, etc.

What should you enclose in an employee handbook?

It should include your expectations of your employees and what they can expect from your business.

Do employers need to have an employee handbook?

Though many laws require employers to inform employees of certain workplace rights, there are no state laws explicitly requiring an employer to have an employee handbook.

A smooth relationship with your employee can promote professional business management within the company. Hence, with an employee handbook, you can communicate well and provide details about how your employees can benefit from working in your company.

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