Employee Handbooks
When there is a question about a company’s policies, the employee handbook is the most common place to turn. However, many companies either don’t have a handbook, or even worse, have one that is out of date and inaccurate.
When done well, a handbook can not only effectively communicate key company policies, but also set the tone for the culture of the company. It should not only tell employees what to do and not to do, but also help them understand why. A strong handbook can also be a valuable tool when onboarding employees.
Black Octagon Group consultants can use their years of experience to help you draft a handbook that will help set the right tone for your organization, and serve as the foundation for an effective compliance process.
Comprehensive
Your Employee Handbook should contain the following components (including state and federal law components):
Company policies
Compensation/benefits
Terms of employment
Discipline
Paid Time Off (PTO)
Payroll deductions
Business travel
Overtime
Nondiscrimination
Conflict of interest
COVID-19-related infection prevention measures
Intellectual property
Retaliation
Telecommuting
Code of conduct
Social Media rules
Time and Attendance
Dress code
Safety
Mobile device policy
Tailored Solutions
We tailor the handbook to the specific needs of your business, including company policies, philosophy, and the culture that make your company unique with an employee handbook that is customizable.
Reduced Risk
Potentially reduce legal actions by clearly communicating employee rights.
FAQs
What should be included in an employee handbook?
To be effective, your company handbook should be tailored to your business. Every company is unique, depending on the nature of your business its employee handbook should include its history, mission statement, or goals. Additionally, it should explain your company’s culture.
Perhaps most important (from a risk management standpoint), your employee handbook should include legally reviewed employment and human resources information, such as discrimination and harassment, as well as outline employee benefits.
Does your company need an employee handbook?
No law exists (at the state or federal level), requiring the use of handbooks, but they are generally quite useful in aiding Companies to communicate their company’s mission, policies and expectations. Given to employees, it serves to clarify their rights and responsibilities while they’re employed.
Why is an employee handbook important?
It all begins with an idea. Maybe you want to launch a business. Maybe you want to turn a hobby into something more. Or maybe you have a creative project to share with the world. Whatever it is, the way you tell your story online can make all the difference.
What should be excluded an employee handbook?
In U.S. labor law, at-will employment is an employer's ability to dismiss an employee for any reason (that is, without having to establish "just cause" for termination), and without warning, as long as the reason is not illegal (e.g. firing because of the employee's race, religion or sexuality).
If you do business in an at-will employment state (such as California), it is important to not create confusion or set unrealistic expectations. It is best to avoid using words such as “just cause”, probationary period”, or “permanent”.
What is an employee handbook used for?
An employee handbooks provides all the information employees need and should know about your company (its history, mission, culture, and its policies) all in once place. It is a tool that sets employee expectations, informs employees of their rights, and clarifies the Company (and its owners) of their legal requirement.
What is the difference between an employee handbook and a policy manual?
A policy manual is intended for managers to be used as a reference tool. On the other hand, an employee handbook is written for employees (including managers).
