Library handbook template. The objective of an Employee Handbook will be to offer advice to workers that is meaningful and relevant. As a company, the objective is to create a positive representation of the company and provide consistency in administering the business’s policies and processes. Some subject areas that might commonly be located in an Employee Handbook are Messages from the President/Owner/CEO, Company Mission/Vision/Value Statements, Employee Benefits and Compensation Information, Standards of Conduct for Employees, Orientation information for new workers and Legal duties of employees and employer.
The Employee Handbook is also an essential resource for all workers, not just fresh arrivals. Workers facing an unplanned departure of absence have to be conscious of their company policy on unpaid personal leave along with the national and state guidelines for the family and medical leaves of absence. Without careful review, workers could be unaware of invaluable benefits already available to them may overlook an important coverage on cell phone or computer use that affects their everyday pursuits.
Managers and supervisors look to their business Employee Handbook for guidelines on management and employee behavior. Clearly written guidelines and operation guidelines make the jobs of managers and managers a little easier by articulating appropriate and inappropriate behavior. The progressive discipline process should be clearly outlined in the Employee Handbook, allowing both managers and employees to comprehend the stages of discipline. A well-defined field policy removes the gray areas for both workers and managers and guarantees consistency and equity for the two parties.
Handbooks are also a tool utilized to apply rules and record behavioral expectations and standards. It lays ground rules for workers and gives managers and supervisors a benchmark when conducting worker counseling and progressive discipline. Clear expectations and effects are essential when managing workers. Adding a set of Work Rules, Standards of Conduct, and a distinctly defined Progressive Discipline policy in the Employee Handbook helps remove”grey areas” for both managers and employees.
The constantly shifting laws regulating employment, compensation and leaves (both state and federal) create a need for yearly Handbook updates. The struggle to ensure workers have the current version of the Handbook can be mitigated by submitting the most recent version of the Handbook about the business’s Intranet or web site. When a major policy changes, Handbook addendums must be distributed and signed off on by all recent workers, ensuring everyone understands the changes. A good Employee Handbook follows the life of the employee from new hire to retiree and ought to be applied as a point of reference for both management and employees.
For a precaution, you should also have the employee fill out a form acknowledging the receipt of a employee handbook. This would guard you from a worker making a claim they had no familiarity with your policies because of never getting an employee direct form your company.