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Develop Your Company’s Employee Handbook

What is employee handbook? Is it crucial for your company to develop an employee handbook?

A handbook surely can provide a snapshot of you company’s philosophy and working rules. Employee handbooks allow employers to get things off on the right foot with new employees. A handbook also protects employer’s rights by providing employees with their employment guidelines in an easy-to-understand form. It will also serve as an invaluable reference tool for your employees.

At the same time, an employee handbook also ensures the consistency in your employee relationships and explains the policies that make your company unique. By properly setting expectations for workplace behaviors, work habits and performance, companies may help to eliminate employee relations issues with a well written and legally complaint employee handbook.

What should be included in the employee handbook?

  • Employment-at-Will Statements
  • Equal employment opportunity statements
  • Immigration law compliance
  • Non-disclosure statements
  • Definition of employment categories
  • Standards of conduct and disciplinary action procedures
  • Employee benefit options
  • Employee leave options
  • Work condition policies
  • Social media, computer and email usage
  • An acknowledgement form

A well-developed employee handbook comprises virtually the entire range of legal issues arising in the workplace. There is no single set of inclusions will suffice for all company’s handbooks as every business setup has its own particular culture, values and personnel practices.

When developing an employee handbook, consultants should take the following preliminary steps:

  1. Gather all existing memoranda and other written policies on the terms and conditions of employment;
  2. Determine how many employees there are, as well as where the employer operates, to determine which laws apply;
  3. Question the employer about any unwritten policies or procedures (e.g., absenteeism, rules of conduct, safety practices, personnel practices);
  4. Gather copies of all employee benefit plans;
  5. Meet with the employer’s managers, including human resources, payroll, and benefits administration, to discuss the need for any new policies or the potential need for policies in the future;
  6. Gather proposed language for mandatory or recommended policies that are not already in effect;
  7. Review all policies for legal compliance.

When it comes to drafting an employee handbook, keep in mind that a long handbook that goes unread doesn’t have much value. You should make it only as long as necessary to accomplish its purpose. Plus, to craft your employee handbook clear enough. Stay away from legalese whenever possible.

Employee handbook becomes a key communication tool for your company, something that you will be proud to give to your employee. In 3E Accounting, we are providing assistance and guidance in crafting employee handbook from our qualified and experienced affiliate experts. For everything about drafting an employee handbook, please feel free to contact us!

You may refer to Guide on Employment Laws for Employers from TAFEP for more information.