Employee Handbook
$3.99
This employee handbook includes the essential policies for most businesses. By providing a handbook to employees that contains the company’s rules, policies and expectations in writing, it helps to avoid future problems and legal disputes between the employer and employee.
In MS Word. 18 pages.
Description
This employee handbook contains core policies and procedures relevant to most companies. It can serve to protect the company by confirming that employment is “at-will” – meaning that the relationship between the employer and its employees can be terminated at any time and for any reason – and that nothing in the handbook creates an employment contract between the employee and the company. The handbook further protects the company by, for example, providing guidelines on employees’ use of electronic devices, emails, and confidential information.
While the handbook helps to protect the company, it also serves as a source of information for the employee. It explains to employees the company’s attendance requirements, the business hours of the company, when they will be paid, and other information regarding compensation. Also, it sets forth the organization’s expectations of how employees must behave and the consequences for not meeting those expectations, including regarding workplace safety, code of ethics, dress code, and the handing of electronic resources. Further, it provides employees with a general overview of the benefits that may be offered by the employer, such as leave of absence, paid time off, or worker’s compensation.
Contents
SECTION 1 – PURPOSE OF HANDBOOK
SECTION 2 – COMPANY COMMITMENTS
2.1 OPEN-DOOR POLICY
2.2 EQUAL EMPLOYMENT OPPORTUNITY
2.3 ACCOMMODATION FOR DISABLED EMPLOYEES
2.4 HARASSMENT POLICY
SECTION 3 – WORKING AND COMPENSATION
3.1 EMPLOYMENT AT-WILL
3.2 ATTENDANCE AND REPORTING TO WORK
3.3 WORK HOURS
3.4 PAY PERIOD AND PAY DAY
3.5 BUSINESS EXPENSE REIMBURSEMENT
3.6 DEDUCTIONS AND GARNISHMENT
3.7 HOLIDAYS
3.8 EMPLOYMENT CLASSIFICATIONS
3.9 MEAL AND REST BREAKS
3.10 PERFORMANCE EVALUATIONS
3.11 PERSONNEL FILES
SECTION 4 – STANDARDS AND EXPECTATIONS
4.1 SAFETY
4.2 COMPANY PROPERTY
4.3 CARE OF EQUIPMENT AND SUPPLIES
4.4 SMOKING AT THE WORKPLACE
4.5 VIOLENCE AND WEAPONS
4.6 DRUG-FREE WORKPLACE
4.7 APPEARANCE AND DRESS
4.8 CONFLICTS OF INTEREST
4.9 CODE OF ETHICAL CONDUCT
4.10 PERSONAL CALLS, VISITS AND BUSINESS
4.11 BUILDING SECURITY
4.12 PERSONAL PROPERTY
4.13 PRIVACY AND INSPECTIONS
4.14 NETWORK AND ELECTRONIC RESOURCES POLICY
4.15 CONFIDENTIAL INFORMATION
SECTION 5 – CONDUCT AND DISCIPLINE
SECTION 6 – BENEFITS
6.1 PAID TIME OFF/VACATIONS
6.2 HEALTH INSURANCE
6.3 RETIREMENT PLAN
6.4 WORKER’S COMPENSATION
SECTION 7 – LEAVE POLICIES
7.1 PERSONAL LEAVE
7.2 JURY DUTY
7.3 VOTING TIME OFF
7.4 MILITARY LEAVE
SECTION 8 – TERMINATION
8.1 VOLUNTARY TERMINATION
8.2 COMPANY PROPERTY
8.3 EXIT INTERVIEW
8.4 FINAL PAYCHECK
8.5 COBRA
ACKNOWLEDGMENT OF RECEIPT OF EMPLOYEE HANDBOOK
How to Use
To customize the employee handbook, do the following:
(1) follow the yellow bracketed instructions and fill in the blanks with information specific to your company;
(2) review the green highlighted bracketed notes and make any necessary changes;
(3) review the entire document carefully to ensure that its contents are consistent with your company’s policies;
(4) delete the yellow and green bracketed instructions; and
(5) update the table of contents (in MS Word, go to the “References” tab and then click on “Update Table”).
Once you’ve customized the employee handbook, give the handbook to the employee and have him or her sign the “Acknowledgment of Receipt of Employee Handbook” on the last page. Keep the signed page in the company’s personnel file and provide a copy to the employee.
It is best to review and update the employee handbook at least once a year to ensure that the policies in the handbook are consistent with your company’s policies and with any changes in the law.
FAQs
Is an employee handbook something an employer is required by law to give to employees?
No. Although not legally required, the employee handbook serves to protect your business by stating key policies and clarifying procedures for employees.
Does every detail about my company’s policy and procedure need to be included in the employee handbook?
No, not every detail has to be included. The policies and procedures to be included are at your own discretion. However, to protect your company, it is important to include provisions such as the company’s “at-will” employment policy (meaning that the employee is free to resign at any time for any reason, and the employer is free to terminate the employee at any time for any reason), and to state your company’s policies against discrimination, against harassment, and against disclosure of company proprietary information.
Does the employee handbook need to be signed?
Although there is no requirement that the employee handbook be signed, it is recommended that the detachable “Acknowledgment of Receipt of Employee Handbook” be signed by the employee and returned to the employer. The acknowledgment verifies that the employee understands that it is his or her responsibility to read and follow the company’s policies and that employment is “at-will”.
Should the employee handbook be updated periodically?
Yes. The employee handbook should be reviewed at least once a year to ensure that it is consistent with state and federal laws. In particular, certain laws, such as those concerning minimum wage, sick leave, family leave, and health benefits, are likely to change from time to time.
