Writing or revising your employee handbook is a tall order.
You need to create a document that is thorough and will give clear expectations of what you expect from your employees, and vice-versa.
There are so many aspects of your business, and each job description in the organization has a thousand facets. However, if you try to keep things simple and follow a basic outline, writing a handbook will be easier for everyone.
Here are 7 fundamental items that you should include in your employee handbook:
1. Mission Statement
Mission statements should be specific, inspirational, and concise in describing why your company is valuable.
Though your employees may be well aware of the products and services your company offers, detailing the overall mission and goals of the company can bond everyone with a unifying vision.
Employee handbooks are often rather dry with rules, guidelines, and other restrictive items. Set a positive tone that will give meaning to those rules.
Here are 30 inspirational mission statements from billion-dollar startup companies.
2. Benefits Package
In this section, the document should provide an outline of the benefits you make available to your employees including Health care, 401(k), PTO, Company supplied equipment, Company supplied apparel, Continuing Education support, Industry training reimbursement, etc.
Any enrollment deadlines should be included, as should detailed descriptions of how to implement or obtain access to those benefits. For health benefits, be sure to outline how these transfer to spouses and family members.
Paid sick leave became mandatory in Oregon in June 2015. Read what it means for employers.
3. Define Employee Types
If your business frequently employs multiple sorts of employees, this is the place to define their roles.
Contract workers must be delineated from all types of employees and have a separate set of guidelines. Part-time workers and work-from-home positions need clear definitions and rules, as well.
4. Working Hours
Define the standard workday or workweek in this area.
However, don’t restrict work to just those hours, as you may need to expand hours at certain times. Discuss the periodical need for overtime and the necessity thereof.
This is also a good time to define and discuss your PTO paid holidays, floating holidays, and other issues related to coordinating time off.
5. Discrimination Policies
Occasionally these problems arise in the workplace, so clearly define the recourse available to employees should a case of discrimination arise.
Clearly define the appropriate steps to take in the event that some sort of discrimination occurs. You may also include a schedule of trainings that address and resolve related matters.
Employees need to know how often they will be paid and the dates on which to expect payment. Providing the payments schedule is invaluable since more and more employers are relying on direct-deposit for payroll, along with deductions taken from gross amount on paycheck.
If your employees work under a commission schedule or receive periodic bonuses, this section is a good place to detail those compensation packages as well.
7. Conflict Resolution
Whether the conflict is a matter of sexual harassment or a personality clash, you need to address these matters explicitly in your employee handbook.
Conflicts can be disruptive and threaten productivity, so addressing the protocols for resolution is vital for maintaining morale and harmony in the workplace.
About Rush Recruiting & HR
If you are looking to write an effective employee handbook, contact Rush Recruiting & HR.
Our team of human resource consultants are experienced in capturing your company’s culture while outlining the statutes necessary to safeguard your employees and organization.
Complete our online form to set up a complimentary consultation.