An employee handbook is perhaps the single most important document in any company. In addition to communicating your company\u2019s policies, it\u2019s an essential part of onboarding new employees and conveying the core values of your business. <\/p>\n\n\n\n
But in spite of its importance, many small business owners don\u2019t actually have a company handbook. Others don\u2019t recognize its value until something goes wrong. That\u2019s why it\u2019s always better to have one as soon as you start your business. This is the best way to set clear expectations for your employees and outline your legal obligations and their rights. Our guide will tell you what should be included in an employee handbook and how to create one. <\/p>\n\n\n\n
An employee handbook is also referred to as an employee or company policy manual or a staff handbook. It outlines your company\u2019s mission and culture while informing employees of the legal framework governing their employment. The handbook also includes various other components such as your company\u2019s background information, procedures and policies, working conditions, and employee rights.<\/p>\n\n\n\n
This document should be made available to each employee as soon as they are hired. The new employees should also be asked to provide a written acknowledgment that they received the handbook. <\/p>\n\n\n\n
As an employer, you aren\u2019t legally required to provide employees with a policy manual or a handbook. However, this is a highly beneficial communication resource between you and your employees, which is why many small business owners choose to create one. While insurance policies for small businesses <\/a>protect you from professional mistakes, a written format of the company rules and policies can go a long way in shielding you from discrimination and harassment claims. <\/p>\n\n\n\n But an employee handbook is not only about the rules and policies. It should also set the tone of the company\u2019s culture and help create a healthy and positive work environment. This is why you should finish writing an employee handbook before you turn to job posting sites and begin the onboarding process. This approach informs employees about everything that\u2019s expected of them before they start working.\u00a0<\/p>\n\n\n\n An employee policy handbook should cover several topics, including information about your company (history, values, mission), in-house rules (mobile phone use, for example), mandatory policies (equal employment opportunity and PTO), and human resources information.<\/p>\n\n\n\n There is no shortage of templates and employee handbook examples online. Most include the aforementioned key components and additional policies for different business organizations. Below is a list of the most common features in every company policy handbook, including some of the most important small business policies and procedures.<\/p>\n\n\n\n Introduction<\/p>\n\n\n\n Start by introducing employees to your company history and background information. This section can have a welcome note from the CEO, which introduces the company\u2019s team and explains its mission and core values. This is the most flexible part of a handbook and can include everything from the purpose of the handbook to a contractual disclaimer. <\/p>\n\n\n\n A widely accepted employee handbook definition requires the introduction to explain how your business is organized, who are the owners\/CEOs, and where the business is incorporated. These sorts of details are useful to have on hand as most companies that provide business incorporation services, like Northwest Registered Agent, require you to provide this information. <\/p>\n\n\n\n Onboarding <\/p>\n\n\n\n Once you\u2019ve outlined your company\u2019s mission and vision, it\u2019s time to explain how your company works. Start with the hiring and onboarding section, where your employees can get informed about the company\u2019s structure, confidentiality agreement (nondisclosure agreement or NDA), and conflict of interest procedures. <\/p>\n\n\n\n The most basic employee handbook information should also assure your staff that the company guarantees equal employment opportunities for all candidates. EEOC<\/a> protects candidates against age, race, gender, or any other form of discrimination. <\/p>\n\n\n\n Code of conduct<\/p>\n\n\n\n This section tells employees how the management expects them to behave, as well as the measures taken by the company against those who violate the rules. It\u2019s one of the most important components on the long list of employment policies and procedures that protect both the company and its workers. Even the most flexible companies have boundaries, and it\u2019s important that these are clearly outlined for everyone\u2019s sake. <\/p>\n\n\n\n The code of conduct section can include policies regulated by law, like the anti-harassment policy, but it can also outline other small business rules and regulations for employees, like the dress code. <\/p>\n\n\n\n Payment and compensation <\/p>\n\n\n\n For employees, this section will probably be among the most important ones, so you should make it clear and comprehensive. This part of an employee manual includes information about the payroll schedule, salary, and bonuses. It should also provide a simple explanation regarding taxes and deductions. While you can use software for calculating and filing taxes<\/a>, the employee handbook should explain the main payroll deductions (federal, state, and local taxes, for example). <\/p>\n\n\n\n Benefits <\/p>\n\n\n\n When creating an employee manual, make sure you include all the perks. The section consists of the various benefits that the company offers to its employees – from sick leave and vacation time to health insurance, retirement plans, and career development. <\/p>\n\n\n\n It goes without saying that this is a crucial section of your company\u2019s employee handbook for every member of your team. In addition to the most common benefits such as paid time off and health care plans, some businesses include free courses, team-building exercises, office meals, and even unemployment insurance. Your workers will want to see their list of benefits spelled out, and they\u2019ll carefully review these employee handbook contents. <\/p>\n\n\n\n Employee termination procedure <\/p>\n\n\n\n If your employee finds a new job or you need to lay someone off, there are procedures the company needs to follow. You should also inform your employees what happens when someone has to leave the team. The standard offboarding procedures include information about the last paycheck delivery and unemployment insurance. The policy can also explain how the last conversation with the company\u2019s HR looks like. <\/p>\n\n\n\n Employee acknowledgment <\/p>\n\n\n\n This page should be signed by your employee after reading the handbook. It confirms that the employee understands your company\u2019s rules and policies. <\/p>\n\n\n\n By now, we\u2019ve established that an employee handbook is an important ingredient in any business organization. Yet many businesses decide to bypass this step when setting up their operation. Some business owners find it too difficult and time-consuming.<\/p>\n\n\n\nThe Main Components of an Employee Handbook for Small Business<\/strong><\/h3>\n\n\n\n
How to make an employee handbook?<\/strong><\/h3>\n\n\n\n