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If you have more than a handful of employees, chances are it’s time to create an employee handbook. There are many benefits for your organization to having an employee handbook. For example, it’s the perfect way to distribute the same information to all employees. It’s also a good way to let employees know what is expected of them. Employee handbooks should contain policies, benefits, performance expectations, and more. Our staffers at Atlas Consulting have compiled some tips on creating an employee handbook.

 

Start with an introduction. The beginning of your handbook should state the purpose of the book, a message from the President/CEO, company history, mission, values, and business goals.

 

Next, include general employment information. This section should include policies such as, Equal Employment Opportunity, Accommodation for People with Disabilities, Personnel File, Harassment and Discrimination Reporting, and Fraternization. Aside from policies, include employment eligibility, employment of relatives, and any other relevant employment information.

 

Don’t forget to include an attendance policy. Start by defining exempt and non-exempt employees. Also include the normal working hours for full and part-time employees. Make sure to state the rules for part-time employees and how overtime compensation works, including break and lunch periods. This is also a good place for severe weather and emergency closing information.

 

Make sure to add a section on workplace professionalism. This portion of the handbook should include work dress code, drugs and alcohol free workplace information, workplace violence, safety and security, parking, workplace visitors, and accepting and giving client gifts.

 

Another important section of the handbook is compensation and benefits and payroll information. Information to include is compensation schedule, recording time worked, 401(k) plan, various insurance information, bonuses, employee discounts, etc.

 

Although those are all key topics for an employee handbook, you may want to consider policies for other situations that arise in the workplace. Some situations include: monitoring in the workplace, computer and Internet policy, social media policy, performance development planning, progressive discipline, employment termination, and exit interviews.

 

This may seem like a lot of information, and it is. For ways on best utilizing this information and creating a successful employee handbook, contact one of our staffers today.

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