What should a handbook contain

Have a strong writer copy edit your staff handbook if possible, and have someone with eagle eyes proofread it for typos. The first list, below, includes items that generally need to be in writing for legal reasons and therefore may as well be included in the employee handbook so everything is conveniently listed in one place. The second list contains items you can include at your discretion. Generally, the policies below should reside in an employee handbook that the employee acknowledges in writing.

In addition, you may wish to enter into separate written agreements with the employee concerning other policies e. You may also opt to print hard copies, but a digital version is more environmentally friendly and easier to keep up to date. Be sure to save past versions of your handbook and the dates of any updates. You may need to refer to these materials in the event of litigation.

Back to Town Square. Get Started with Square Payroll Payroll processing trusted by thousands. Get Started. Back to top. Many employers put this notice at the end, but we prefer to include it at the front of handbooks, where it is more prevalent, because we want employees to see and sign it immediately. Note: This section should always be reviewed by an attorney to make sure the contents will hold up in court if necessary. Most states, Massachusetts included, have an at-will work policy, which means that companies and employees can separate from one another at any time.

If your state is the same, state it in your handbook so you get the protection this policy affords. Work authorization involves the I-9 form. It is important to include because all employees must be legally eligible to work in the United States in order for you to employ them. We suggest including it at the beginning of your handbook to make employees aware of the necessity of completing the document.

If you have more than 50 employees, you must have a clearly defined FMLA leave-of-absence policy. This section in your handbook should spell out your policy on parental leave.

For Massachusetts employers, this is a must-do; other states have similar requirements for parental leave statements as well. These two items should state your zero-tolerance policy for both violence and unsafe activities in the workplace.

An employee handbook is a customizable tool that can fit any business across every industry. What goes into an employee handbook is often a concern for HR professionals and management, but its contents affect every employee.

In this article, we explain what should be included in an employee handbook along with tips to help you create your own. An employee handbook contains necessary information about company policies, legal requirements for the company and employees, state and federal labor laws and other reference materials about the workplace.

Here are the most important sections to include in an employee handbook:. The opening section of your handbook should Include a welcome letter from the CEO or another company leader that sets a positive tone for the employee manual. Use this section to establish a connection by thanking the employee for joining your team. Next, address what a newly hired employee can expect as they begin work.

If there is a trial period before employees become fully invested in the company, outline this here. You can also give specific details about identification requirements in the building, where the company is located and information on parking and travel to the office. Another important part to include in the beginning of your employee handbook is a section that tells about the company and its principals.

A large portion of your employee handbook will include the policies that govern daily work while on the job. This is also where you include the most important procedures and behaviors for your business. Your employee handbook must contain certain legal statements to make sure both parties understand their rights in the workplace. Federal and local laws must be addressed as well as clauses about the job and the handbook itself.

An employee handbook gives employees information about how the company handles time off. Make sure to include policies for time off requests and sick leave. Let employees know if you combine both into a set number of days available for paid time off.

You should also include a list of paid holidays the company observes. Whether you have an in-office HR department or outsource to another company, use your employee handbook to outline the benefits your company provides. Discuss any health care, k plans and life insurance policies available to employees. Be sure to include how much the company contributes to a plan if applicable.

Since benefits are more subject to change than other parts of your handbook, it's best to give an overview with instructions on where to check for the most current information. Use this section of your employee handbook to give specific details about how employees are paid and when. Include information about additional compensation like stock options or bonuses here. You should also explain how the company handles advancement and promotions in this part of the handbook.

Employee handbooks often contain information about the process of reviews and assessments of job performance. Explain why you believe assessments are important. Next, explain your process and provide timelines for when these reviews happen. Provide the standards used to assess employees if possible. You can also direct employees to management or HR if they have job-specific questions about the review process.

It's important to clearly define the actions that require disciplinary steps. Your handbook should explain each step in the discipline process and how the last discipline step leads to termination of employment. This section can also be used to include information on how employees can file a grievance if they believe they need to seek fair treatment. An employee handbook should state that safety is important in the workplace. Your handbook should address emergency procedures such as what to do in the case of a fire or violence in the workplace.

It may be helpful to note the location of fire extinguishers, first aid and evacuation routes within your manual.