Here’s where you list out the benefits you offer your team and explain how they match up with the values you celebrate. Your company has provided extra benefits for its employees to keep them coming back to work. It should also outline your company's mission, vision and core values. Creating an employee handbook, or employee manual, allows you to reinforce workplace policies and employee guidelines. This sample table of contents also covers pay, performance expectations, and legal issues. Learn about Gusto’s HR services. Employee Handbook. Make It a Success with These 8 Pro Tips. This section of your employee handbook should explain what happens when someone quits or, Though 87% of small businesses sized 10-200 have employee handbooks, 10 of the Most Common Employee 401(k) Questions, Answered, Consolidated Omnibus Budget Reconciliation Act (COBRA) benefits, How to Get Your Employees to Actually Respond to Surveys, Planning a Team Offsite? The employee onboarding section may include your: If there isn’t an agreement clearly stated in your employee handbook, then this type of employment is assumed in all states besides the Treasure State (also known as Montana). An employee handbook can seem unnecessary when you’ve got a small team. Employee Handbook Examples: The Deep Dive. What Contents Are Recommended for an Employee Handbook? 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. Hiring policies 2. Now is the best time to switch. Replies to my comments Please seek legal assistance, or assistance from State, Federal, or International governmental resources, to make certain your legal interpretation and decisions are correct for your location. Need a Sample Employee Handbook Introduction? See what we’re building for small businesses at, General details, such as directions to the office, team structure, and key contact info, Americans with Disabilities Act (ADA) accommodations, It happens: Sometimes you just need to part ways. The 4 Things You Should Never Put in an Employee Handbook. So kick things off by laying out the basics that every employee should know before the shimmy through the front door. At-will employment clause 2. This clearly maps out who’s who, starting from the top to the very bottom. An employee handbook should include your business’s policies, your expectations of your employees, and what your employees can expect from your business. Here are the policies, procedures, benefits, expectations of the employment relationship, professional behavioral expectations, and more that are often found in an employee handbook. 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 It should lay out your legal obligations as an employer and your employees’ rights. The site is read by a world-wide audience and employment laws and regulations vary from state to state and country to country. This table of contents and the linked policies, articles, and other material may not be reprinted online or used for publication without written permission from the author. Add your company’s mission statement and company culture. The employee handbook (and the newer, cooler “culture code”) is a great tool for employees, new and existing, to learn the company’s mission, values and norms. We will no longer accept a doctor’s statement (note) as proof of sickness. If your state is the same, state it in your handbook so you get the protection this policy affords. After a welcome and introduction from your president or CEO, begin with general employment information. Here’s a look at the policies you’ll want to cover: Woohoo! What to include in an employee handbook An effective employee handbook includes: Your company’s mission, vision and an overview of its culture. 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 … 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. Your employee handbook should contain equitable policies. Every business should follow a set of rules and procedures to keep operations running smoothly. One of the top motivations for businesses to create an employee handbook is to train new hires. Then, start with the essentials and work your way up to the icing-on-the-cake benefits: It happens: Sometimes you just need to part ways. When we started our research on employee handbooks, we asked: What kind of companies would have exemplary handbooks we could really learn from? An employee handbook can help protect the organisation if a dispute is put forward by an employee. A good handbook will: 1. Your employee handbook should be simple and straightforward about expectations and employee rules. She has covered HR for The Balance Careers since 2000. ), it’s one of the most important tools to set your business up for success. You’ll want to include hot topics like: How does your team interact with each other? This is a manual that details the company’s rules, policies, and what’s expected of the employee (and vice versa). Sample Employee Handbook. An employee handbook—or employee manual—is an important living document for your employees that outlines your company policies, history, and culture for current and future employees. If only some employees are eligible for a certain type of leave, disclose that in the handbook. You undermine your employee handbook if a manager shows favoritism. Set out your expectations for channels like: Not to downplay other critical policies, but the next two sections are ones your employees will likely flip back to frequently. In any instance, there are a number of key elements to be included in an Employee Handbook. Confidentiality agreement 5. Third, the handbook should certainly include any workplace notices or policies that are required by law, such as those related to the Family and Medical Leave Act (FMLA),Consolidated... Read more about Employee Handbooks What about customers, vendors, and other partners? Summarize rules and policies that affect your company culture 3. This means that either party can end the relationship at any point for any reason, with or without notice.”. Full-time vs. part-time hours 4. Please note that the information provided, while authoritative, is not guaranteed for accuracy and legality. It is important that every employee handbook include a policy regarding equal employment opportunity and non-discrimination. Even if some of the new policies are temporary in nature, it's still a good idea to update your written employee guidelines in the short term so that employees are aware of their rights and expectations. While the task of creating or updating an employee handbook might seem daunting for a small business (really, who has the time? Include an introduction that tells employees why they should read the handbook. Provide an overview of your business and layout basic policies 6. You can also subscribe without commenting. The Employee's Signature: Give each new employee a copy of the handbook at hire, have the employee read and then sign that he/she understands the contents of the handbook. That’s a … Treasury guidelines changed. 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. Want to Know the Best Practices for Employee Personnel Files? SICK DAYS. By jencarsen Jul 5, 2011 HR Management & Compliance. While this won't prevent employee problems, it might help if an employee brings a lawsuit against you, saying they "didn't know" their behavior could get them fired. What to Include in Your Employee Handbook How you choose to structure the contents of your employee handbook is entirely up to you. Equal opportunity statement and anti-harassment statement If there’s anything that’s frowned upon, this section should cover it. Susan Heathfield is an HR and management consultant with an MS degree. Reduces time wasted by management addressing questions about policy. Include in the handbook policies on all types of leave that are permissible, such as vacations, sick days, jury duty, maternity leave, etc. 3. This article will help you fix that. Set the tone for your organization 2. However, many of these sections are too personal and legally sensitive to include … Please use these samples as guides for developing the policies and content of your own employee handbook. What Contents Are Recommended for an Employee Handbook? General details, such as directions to the office, team structure, and key contact info All The employee handbook can also include a section on when it is appropriate to use personal cell phones and make personal phone calls. Similarly, make sure managers understand policies. 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). An employee handbook is a valuable document that provides clarity on company policies. Leaves of absence 7. Here’s a behind-the-scenes look at the most common employee policies businesses include in their handbooks. If you are able to go to the doctor, you are able to come to work. The following document is an illustration of what not to include in your employee handbook. When someone’s finished reading this section, they should feel knowledgeable and well taken care of. Safety and security procedures 9. Whatever the new policies may be, your employee handbook should be updated to clearly reflect them. Guidelines for employee conduct. Quick note: This is not to be taken as legal or HR advice. Resignation and termination procedures Keep in mind that some of this material, such as overtime pay r… Talk Shop Starting a Business • Hiring and Growth • Finances and Taxes • Team Management, Gusto.com Payroll • HR • Benefits and more. Specifically, those that define interactions between management, employees, and company. Make sure you talk about why your company matters, and why your new hire should be excited now that they are apart of it. Don't subscribe For example, you can explain your: What’s life like at the office? Most states, Massachusetts included, have an at-will work policy, which means that companies and employees can separate from one another at any time. Formalize Polices, Even Temporary Ones. Equal employment opportunity statement 3. 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. Overtime pay 5. It should go deeper and explain why you have those policies and why they are important. Performance review procedures 8. Consider including a policy on appropriate social media use. 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. Payment schedule (and payment methods available) 3. A critical component of your employee handbook is the general information about being employed with your company. It includes the 50+ sections recommended here and sample text) What should you include in an employee handbook? This handbook is provided to the … Give every policy careful consideration and take time to make your employee handbook shine. And last, don’t forget to share who you are and why you’re here! Introduction and welcome statement. Here are the policies, procedures, benefits, expectations of the employment relationship, professional behavioral expectations, and more that are often found in an employee handbook. Some of this may seem like common sense, but it can still be helpful to spell it all out in your employee manual. But it really shouldn’t. 1. This sample table of contents also covers pay, performance expectations, and legal issues. This section of your employee handbook explains how, when, and where employees are expected to get things done. Employee handbooks put your policies in writing and outline expectations for your employees. From your original vision to how your company came into being, your company’s story is the underlying foundation that inspires people to show up and do amazing things every single day. A hierarchy chart. Provide a consistent message for your employees 4. (Or, skip ahead and download the Employee Handbook Template. until January 1st. Your employee handbook should already clearly articulate the company’s EEO statement and emphasize your organization’s commitment to hiring individuals based on competency without regard for race, color, religion, national origin, or familial affiliation. Your employee handbook is a manual of information that your employees need to function within your organization. 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. We’re here for you. So kick things off by laying out the basics that every employee should know before the shimmy through the front door. Describe your company’s history, from the day you were founded, by whom, and why. This section of your employee handbook should explain what happens when someone quits or gets terminated. Home; Payroll; 11 Things to Include in Employee Handbooks. This information is for guidance, ideas, and assistance. One emerging best practice is creating an employee handbook addendum specifically built around modifications to work and workplace culture created by COVID-19. But, many organizations have employee handbooks that don’t resonate with employees and fail to communicate the critical messages that influence employee behavior. It contains a few unsound workplace policies—can you spot them all? Bring new employees into the fold by sharing this history with them. Employees receive more than just a paycheck every month from your organization. The employee handbook serves several purposes. Your employee handbook isn’t just a helpful reference doc; it captures the culture, values, and personality of your company. This section may include your: 1. We decided the best companies to work for would be a good place to start. 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. Conflict of interest statement 4. Learn what you should include in your employee manual. Even the most free-flowing organization has boundaries. (Okay, this isn’t really a policy, but it’s still important). By including this information in your handbook, you create both a new level of clarity and a new level of accountability for employees. Your code of conduct section should spell out the “10 Commandments” for life as a member of your team. This will include topics employees care about, such as: 1. But not matter type of business you’re running, there are several essentials you’ll probably want to include when drafting your employee handbook. Second, the handbook may define or summarize the legal relationship between the employer and the employee. Your email address will not be published. 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). Review your employee handbook to make sure your policies are equitable. Meal and rest breaks 6. 2. The handbook lays out expectations about everything from the dress code to employee benefits to conduct policy. Need help with PPP? 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. Can be a living document that evolves and grows with the organisation. Plus, it gives your employees the clarity they need to know how things work. What You Need to Know About Firing an Employee, Use a Receipt Acknowledgment When Employees Get a New Policy, Use These Samples to Write a Formal Employee Reprimand Letter, How to Reduce the Employer's Liability at Holiday Parties. Notify me of follow-up replies to my comment via e-mail. The purpose of an employee handbook is to educate new employees about working in your organization. When additional resources are available on the site about a particular employee handbook item, click the links to find additional articles, policies, checklists, and forms here for central interest. Now back to business: here are the main policies you’ll want to record in that employee handbook: One of the top motivations for businesses to create an employee handbook is to train new hires. Gusto conducted a survey of more than 330 businesses to find out what they’ve prioritized in their employee handbooks. Social Media. Though you’re not required by law to have an employee handbook, recording key policies can protect your business. Since employment laws change over time and can vary by location and industry, consult a lawyer or HR expert for specific guidance. Want to Know What Goes Into an Employee Handbook Table of Contents? Like at the office few unsound workplace policies—can you spot them all contains a few unsound workplace you! 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