Content
While it often varies from business to business, specific areas that an employee handbook may address include:
- A welcome statement, which may also briefly describe the company's history, reasons for its success and how the employee can contribute to future successes. It may also include a mission statement, or a statement about a business' goals and objectives.
- Orientation procedures. This usually involves providing a human resources manager or other designated employee completed income tax withholding forms, providing proof of identity and eligibility for employment (in accordance with the U.S. Immigration Reform and Control Act of 1986), proof of a completed drug test (by a designated medical center) and other required forms.
- Definitions of full- and part-time employment, and benefits each classification receives. In addition, this area also describes timekeeping procedures (such as defining a "work week"). This area may also include information about daily breaks (for lunch and rest).
- Information about employee pay and benefits (such as vacation and insurance). Usually, new employees are awarded some benefits, plus additional rewards (such as enrollment in a 401K retirement account program, additional vacation and pay raises) after having worked for a company for a certain period of time. These are spelled out in this section.
- Expectations about conduct and discipline policies. These sections include conduct policies for such areas as sexual harassment, alcohol and drug use, and attendance; plus, grounds for dismissal (i.e., getting fired) and due process. This area may also include information about filing grievances with supervisors and/or co-workers, and communicating work-related issues with supervisors and/or company managers.
- Guidelines for employee performance reviews (such as how and when they are conducted).
- Policies for promotion or demotion to a certain position.
- Rules concerning mail; use of the telephone, company equipment, Internet and e-mail; and employee use of motor vehicles for job assignments.
- Procedures on handling on-the-job accidents, such as those that result in injury.
- How an employee may voluntarily terminate his/her job (through retirement or resignation), and exit interviews.
- A requirement that employees keep certain business information confidential. This area usually includes information about releasing employee records and information, as well as who may retrieve and inspect the information.
If the employer is covered by the U.S. Family and Medical Leave Act of 1993 - generally 50 or more employees - a handbook must have information about FMLA.
Read more about this topic: Employee Handbook
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