RISCORE's October Recipe for Small Business Success
Tips for an Employee Handbook
Avoid employer/employee misunderstandings...have an employee handbook, letter, or a manual...
1, 2, 10 pages it's up to you but make sure you cover what the company expects from the new or old employee.
Here are few items that you might want to include:
- No harassment: age, sexual, color, race, veteran's status, sexual orientation, physical or mental disabilities
- Absenteeism policy
- Evacuation plan and where to report for a head count after the evacuation
- Emphasize the importance and the obligation of the employee to report all accidents and or potential hazards
- Good conduct. - no drugs, alcohol, theft, fighting, or obnoxious behavior
- Company policies. Start and stop times, breaks, lunch, etc.
- What situations are grounds for IMMEDIATE discharge?
- What benefits the company has an obligation to provide. (e.g. unemployment insurance - many employees don't realize the employer pays for this)
- Larger companies spell out company benefits - vacations, holidays, paid time off', etc. – smaller companies, not sure they can commit to benefits, don't mention them
- Keep the records straight! Employees must make the employer aware if their status changes (addresses, phone numbers, marital statuses, etc.)
- State that the company will be fair, firm, and consistent with all employees
- Have employees acknowledge awareness of company policies by signing and place in employees’ file
- Separate, but mention it in the company manual, a job description
Remember, the purpose of the "handbook" is to communicate mutual obligations to the employees so that there are no misunderstandings.
Check with the Dept of Labor and comply with any required postings that the state has mandated.
Your company should also consult with an attorney for a comprehensive review of your "handbook."
Jerry Moran
Barrington, RI
SCORE Counselor
Sep 2007