Status: AVAILABLE |
In order to read or download employee manuals ebook, you need to create a FREE account.
Download Now! |
eBook includes PDF, ePub and Kindle version
| ✔ Register a free 1 month Trial Account. |
| ✔ Download as many books as you like (Personal use) |
| ✔ Cancel the membership at any time if not satisfied. |
| ✔ Join Over 80000 Happy Readers |
That’s why we’re breaking down the process for you and offering you six employee handbook examples. An employee handbook can be incredibly useful in building a positive workplace culture and employee loyalty, but it’s not an easy feat to write one. Whether you’re attempting to address an office culture issue or interested in building one as a foundational element, crafting an employee handbook requires preparation and thoughtfulness. And before starting your own from scratch, it’s useful to get tips from other businesses by looking at employee handbook examples. They are designed to cover everything a new hire needs to know to get started at their job. You might even get them started before their first day, and include a copy in a new hire welcome email. They can also be longer-form documents that are used as references throughout an employee’s time at a company. Passing out employee handbooks can not only make a new hire feel more equipped to handle his or her day-to-day work, but it can increase that new hire’s efficiency right off the bat. A step-by-step guide. Most employee handbooks include information on: The exact point is different for each company, but if you think your small business is reaching a size where conflicts might start to crop up, it’s probably a good idea to whip up a handbook. Learning about a company’s stories, missions, and core values can increase employee engagement and loyalty. It’s also a useful resource for employees to check dress codes, PTO policies, parking recommendations, etc.So, it’s beneficial to write one as soon as you have a mission statement, core values, and other details about your company you’d like to share. This is where examples come in. It’s a lot easier to think about what your company’s handbook will look like if you can work from some sample employee handbooks. Here are six great employee handbook examples worth reviewing: Start with one simple rule and you can always fill in the rest later.
http://fenixfalt.com/userfiles/dewalt-manual-staple-gun.xml
It went viral a while back because of how well it’s executed—touching on everything from company philosophy to walking new hires through their first day of work. By sharing it on SlideShare, they practice the transparency they preach in the process. It delineates the company’s culture and values, and makes them actionable. Talk about walking the walk. This online handbook is a one-page scrolling site that delivers clever, creative, and communicative information to new hires and employees alike. Start with the foundation and values of your company and download our employee handbook guide and use our customizable templates to design your own today! Her first job was at a buffet in Mandan, North Dakota which was just as lowbrow as it sounds. Read more about her at www.cinnamon-janzer.com. We're doing our part to make that a little easier. Probably because you don't use ZenefitsGet expert guidance, checklists, and CEO advice for this hard topic. Millennials in the Workplace Small businesses power the economy. Workest is here to empower small business with news, information, trends, and community. Please upgrade your browser or activate Google Chrome Frame to improve your experience. Learn about i-Sight software today So if you’re stuck in a rut, gain inspiration from these 12 amazing employee handbook examples. Posted by Katie Yahnke on May 1st, 2018 The employee handbook (and the newer, cooler “culture code”) is a great tool for employees, new and existing, to learn the company’s mission, values and norms. The handbook lays out expectations about everything from the dress code to employee benefits to conduct policy. As a result, every employee handbook is unique to the company it represents. Still, many companies struggle with developing an effective employee handbook. But, with a growing importance placed on company culture, an ineffective handbook can be detrimental to the overall work environment. What Makes a Great Employee Handbook.
http://www.tierarzt-vs.de/userfiles/dewalt-manual-laser-level-dw073.xml
A great employee handbook starts with a great outline. If you don’t have that yet, download our template. Writing a great employee handbook requires a thorough understanding of the company and its culture. But no matter the organization, all amazing employee handbooks share a few similar qualities. Informative, containing everything from a step-by-step guide to surviving your first day, to common policies and procedures that apply to staff for years to come. In fact, we made a list of 53 Things to Include in Your Employee Handbook. Easy (and enjoyable) to read. Swap out the jargon and run-on sentences with clearer, simpler wording. Designed to accurately represent the company. You don’t always need random pop-culture references or comics on every page. Keep it fun and light if that’s what appeals to your audience. Below are 12 amazing employee handbook or culture code examples to inspire you. (A star denotes a particularly great feature) Don’t gamble with your company’s investigation processes.Request your demo of i-Sight to find out how users are saving time, closing more cases, reducing risk, and improving compliance. Valve’s Employee Handbook was leaked in 2012, and since then it’s received praise from blogs, online magazines and social media personas. So, what is it about Valve’s handbook that entices people to actively seek it out. Why did this 56-page document go viral. Well, for one, there are plenty of hilarious illustrations throughout the book to keep readers amused, a stark contrast from what is often only page after page of legalese. Also, the handbook truly embodies their “Flatland” structure for which Valve is so famous: it’s easygoing, humorous and truly an enjoyable read. ? Fun to read Netflix’s company culture differs from Valve’s and, for this reason, their document trades colors for shades and playful humor for blunt statements.
http://www.bouwdata.net/evenement/boss-manual-rc-2
The text is direct and straightforward with tons of examples so that the reader knows exactly what being a Netflix employee is all about. ? Very informative Trello’s Employee Manual not only welcomes employees to the company in a creative way but also familiarizes new staff with the product they provide at the same time. Each list on the Trello board represents what would be a different section in the handbook, such as benefits, vacation, travel and miscellaneous items. Then, under each list, are all the policies and procedures relating to that topic. The board is mostly public except for a few links that redirect the employee to a private board containing the specifics on sick leave policy, vacation policy and sexual harassment policy. Several cards include funny photos of staff and animals, and they stick to light, easy reading by using mostly short bullet points. ? Creative approach Their goal was to create a document people would not only read, but enjoy reading. The comic book theme carries through from the superhero on the cover to the ads on each page that explain the different company departments. Then, to spice up the policies and procedures section, they turned it into a short story about a grandmother who explains the policy to her grandson. Zappos is famous for taking cultural fit so seriously that they actually bribe new employees to leave (by not taking the money and staying, the employee is really committing). This prioritization of cultural fit is evident throughout the employee handbook with photos of staff, quotes and real testimonials. ? Creative theme The company managed to create a document that’s easy-to-read and attractive to the eye without skipping over any of the important details. Their modern looking table of contents on the left side shows you exactly what you’re in for, and it’s perfect.
A quick introduction to the company, a timeline of the first day, what to expect in terms of paperwork and HR programs, plus information about company policy. Yes, that looks like what all the other handbooks include but that’s just an overview.By separating the employee handbook into two parts, the company is able to check all the formal legal boxes in the first section and communicate Disqus’ culture and values in a fun way in the second section. Disqus’ Culture Book is available online as a 25-page PDF. The document covers lighter topics using things like images, memes, colors and graphs. For example, the Disqus at a Glance page uses a map to show office locations as well as an easy-to-read graph to illustrate employee growth over time. In addition to the fun layout, the text is written in a light and conversational way making it relatable and much easier to read. ? Very detailed Hubspot’s 128-slide document is filled with images and colors that keep the reader engaged. The beautiful design also helps to explain necessary “boring” topics (such as intellectual property policies and open-door policies) in such a way that you don’t even realize you’re reading the policy. Plus, another theme that we’ve seen in the above examples is this conversational approach to writing. The goofy and playful culture of the company and staff shines when they say that not only do they commit to their mission and metrics, but they commit maniacally. The slideshow has accumulated hundreds of comments (and thousands of likes) praising it as insightful, inspiring and relatable. ? Unique approach The CEO and other senior leaders realized that EF is a playful place to work, and so they wanted the document to highlight the company values, expectations and goals for the future in a lively and light-hearted way.
The document itself isn’t available online but the few pages available online showcase the colorful document, complete with short, conversational text and charming illustrations on the side. ? Creative theme Created on airmason.com, the handbook is a modern-looking website using tons of color and tons of space, making the wordy document much easier to read. The book formally starts off with a message from the CEO who explains that “this employee handbook contains the key policies, goals, benefits, and expectations of Sterling, and other information you will need”. The document also communicates how modern and fresh Sterling is by using iMessage chats to answer FAQs. ? Creative layout Zaarly’s document is thorough and comprehensive like an old school employee handbook but also beautiful and humorous like a new school culture code. The document portrays the fun company culture with jokes, puns and lighthearted text. Zaarly’s handbook is detailed and informative and includes all necessary sections (introduction, preface, office rules, organizational structure, values and departments). And, they manage to do this without sacrificing humor. ? Creative layout Motley Fool opted to keep the writing concise, using mostly short sentences and bullet points but with links for further reading sprinkled throughout the slides. The handbook touches on most of the important sections: company purpose and values, policies, the business model, employee benefits and culture. The handbook finishes by checking one of the most important legal boxes: a quick note stating that the rules are not a part of an employment contract and are subject to change without notice. ? Fun to read They’ve checked all the boxes from bereavement leave to minimum working age to 401(k) plans. What’s especially great about Dollar General’s company handbook is that it’s available online and there’s a really handy search feature on the top. Employees who are looking for something specific can find it instantly.
The most important part of a good employee handbook is that it accurately represents the company to which it belongs. Sometimes, this means fewer jokes, fewer puns and fewer memes. Dollar General’s handbook is comprehensive and a pristine example of a safe, secure and well-done employee handbook. ? Comprehensive Learn how to conduct effective Human Resources investigations with case management software in our free eBook. Katie Yahnke Marketing Writer Katie is a former marketing writer at i-Sight. She writes on topics that range from fraud, corporate security and workplace investigations to corporate culture, ethics and compliance. Related Resources The Importance of Supply Chain Ethics and Compliance Article How to Write an Internal Privacy Policy for Your Company Article Ethical and Legal Workplace Monitoring Article Surveillance vs Spying in the Workplace Article Cracking the Code on Password Protection Article Top 20 Tips for Preventing Data Theft Article How Metadata Can Be a Fraudster’s Worst Nightmare Article Case Management Selection at Allstate: Part 3 Article The Importance of Supply Chain Ethics and Compliance Article How to Write an Internal Privacy Policy for Your Company Article Ethical and Legal Workplace Monitoring Article Surveillance vs Spying in the Workplace Article Cracking the Code on Password Protection Article Top 20 Tips for Preventing Data Theft Article How Metadata Can Be a Fraudster’s Worst Nightmare Article Case Management Selection at Allstate: Part 3 Article Ottawa, Ontario Privacy Policy Sign up for i-Sight’s newsletter and get new articles, templates, CE eligible webinars and more delivered to your inbox every week. Join our growing community of business leaders and get new posts sent directly to your inbox. Think again. Your employee handbook should provide guidance to reinforce your policies. Outline the policies that affect your employees. It’s a roadmap of how they should act, and it speaks to your company culture.
Set expectations and establish the consequences for not meeting those expectations. Or, if male employees are expected to wear suits and ties, but a rogue employee insists on foregoing the tie, how willing are you to relax some rules? Whatever you decide, you’ll set you and your staff up for success by including this information in your employee handbook. Do you really know how those devices are being used. How often are your employees using company equipment to surf the net, make personal phone calls, store photos, text friends or post on social media ? Employees should have a clear understanding that when they use company equipment, they’re acting as a representative of your company. Tell them, for example, that sending bullying texts to someone on company equipment can get them fired. You want employees to know that your organization will not tolerate discrimination or harassment in any way, shape or form. These include but are not limited to: Even good managers can slip and unintentionally discriminate among employees. Are employees complaining about the perfect, five-star rating one employee received on his review when no one else did. Maybe they believe it’s because he and his supervisor are lunch buddies. Regardless, this is a huge area for potential liability, and a strong handbook can be a good defense if charges are filed against your company. Make yours aware of your policies and provide supervisory and leadership training on nondiscrimination. You can use your employee handbook to remind them about employee benefits, including general information and vacation time. There are no absolutes in business, and a change in circumstances, benefits or policies will mean you need to update your employee handbook. You don’t want to outline the specifics of yearly merit increases and then find you can’t provide them because of business demands. Be careful about the details you include.
Do you provide relocation assistance for employees who transfer to another office within the company. If employees are terminated by you, are they paid for vacation time (if not required by state law)? Is your employee handbook available online. Can the online version of the handbook be printed? A good handbook will: Likewise, if you have employees who travel for business, address the issues surrounding that, e.g., per diems, expense reimbursement, etc. Be sure you include key state and federal policies, and realize that new laws and regulations mean revisions to your handbook to remain compliant. Try to keep your handbook to a maximum of 30 to 40 pages, if possible. If it’s too long, it may not get the attention it deserves. Thank you for your feedback. Glad you found this article helpful! Some are essential to make our site work; others help us improve the user experience. By using the site, you consent to the placement of these cookies. Read our privacy policy to learn more. Shape By Inc. staff Employee manuals, policy and procedure manuals, employee handbooks -- whatever you want to call them -- are often considered a necessary evil by both employees and employers. They typically generate consternation from employees, especially if they are not clear, well-written, and specific to the business and if they focus mostly on negativity -- in other words list, only what not to do. There is, however, a better way. Experts say that small and mid-sized businesses can craft employee manuals that both protect them from litigation and put staff members at ease by spelling out in positive terms the company's policies. But the devil is in the details, as they say. The success of an employee handbook hinges on what you include and how you word policies. The first rule for writing a winning playbook is that it must be written in a clear, understandable manner, and reflect the culture of the business. Certain policies need to be in the handbook by law.
This means that you should take the time to learn about local and state requirements, as well as federal requirements, Cooper says. Editor's Note: Looking for HR Outsourcing for your company. If you would like information to help you choose the one that's right for you, use the questionnaire below to have our partner, BuyerZone, provide you with information for free: The following guide will outline what you must include by law, clauses that legal experts say every employee handbook should include, and then other optional provisions you may want to include in an employee handbook to make it work for you and your employees. What to Include In an Employee Handbook: Handbook Provisions Required by Law Before getting down to writing an employee handbook, business leaders need to understand what they need to include by law. That may also determine how you decide to set up the employee handbook. For example, if you have different business units, such as a manufacturing facility and a sales and research facility, you may want to have the core handbook be the same for each group of employees but you may want to include specific policies for specific business units, such as if one business unit has a union or hourly-paid employees, Cooper says. After determining how you will approach the employee handbook, you need to determine which policies you need to include by law. Some companies offer software or templates that can be a good start to step you through the process. But policies may vary from state to state. If you are unsure which policies are required by law, you should check with human resources organizations or your employment attorney. Many state labor departments also have listings on their websites for employers about laws they must abide by when doing business in the state and these can be helpful in determining what to include in an employee handbook.
The policies you need to include in an employee handbook by law may include the following: The federal government's Family Medical Leave Act requires that employers of certain size must provide employees with up to 12 weeks unpaid leave during any 12-month period for the birth or care of a child, to care for an immediate family member with a serious health condition, or if the employee has a serious health condition. Many states have their own policies regarding unpaid family leave, as well. Many states require that employees be informed of worker's compensation policies in writing. Dig Deeper: How to Assemble an Employee Handbook What to Include In an Employee Handbook: Clauses Every Employee Handbook Should Include There are a few general disclaimers that every employee handbook should have. The handbook should make clear that it is the ultimate word on company policies.It's important to leave a little wiggle room because times change, new issues come up, and you may need to make revisions.In order to protect your business, and verify that your employees are aware that your company abides by these laws, it is important to include an acknowledgment page that the employee signs and returns.Do you care about how your employees appear when they are at work. Do you want them to refrain from text messaging while on the job. Do you care if they blog about the company. If you write a policy, be prepared to enforce the policy -- whether it is a policy setting limits or a policy supporting goals. Here is a guideline for what sections you may want to include in an employee handbook: 1. Company History. While not required, a brief section discussing the company's history and its mission can help set the tone for an employee handbook. This section spells out the company's vacation policy, such as how vacation time is earned, and how to schedule time off.
It should also spell out which holidays the company observes, including which holidays the company closes for and, if the company is a restaurant or other business that stays open on holidays, how employees will be compensated for working the holiday. You may also want to address sick leave, family medical leave, and other types of leave, such as military spousal leave. 3. Employee Behavior. Under this heading, you can discuss the attendance policy, meal breaks and rest periods, and general expectations of employee conduct. This can include stating a policy against employee harassment discrimination, bans on smoking, a substance abuse policy, how employees may use the Internet or e-mail, and a dress code -- if you have the latter. You may want to address how employees should handle conflict resolution. Spell out your methods of payment and let employees know whether they will be paid every week or every two weeks or whatever. Do talk about who is eligible, whether only full-time employees or if part-time employees are offered a pro-rated benefits package, address that, as well. List the criteria for eligibility, when you can enroll in benefits, and what the critical life events are during which you can change benefits -- such as a marriage or birth of a child. After all the information is assembled into an employee handbook, make sure to vet the document before distributing it to employees. Dig Deeper: Do You Need a Social Media Policy. What to Include In an Employee Handbook: Recommended Links The Society for Human Resource Management SHRM is the world's largest association devoted to human resource management, representing more than 250,000 members in more than 140 countries. The U.S. Department of Labor Guides to federal labor laws on the department of labor website can help you make sure you're covering the basics in your employee handbook.
Small Business Handbook The Department of Labor's Occupational Safety and Health Administration's handbook for small businesses can help employers provide a safe and healthful workplace for their employees. Free Model Handbook Smallbusinessnotes.com offers a free model handbook. Updated Feb 6, 2020 Sponsored Business Content Privacy policy Notice of collection do not sell my data Ad vendor policy terms of use Advertise help Center sitemap COPYRIGHT 2020 MANSUETO VENTURES. Add a few personal touches and you’re good to go. Get clear, concise, up-to-date advice with our practical, step-by-step guides. Get clear explanations of the most common HR terms. What’s in, what’s out, and what’s around the corner—they’ve got the HR world covered. Learn more about the features available and how they make each recruiting task easier. Ask questions, find answers, get tips, and dig deeper into our product. Employers give this to employees to clarify their rights and responsibilities while they’re employed with the company. Download the full Employee Handbook template in.doc and pdf format by clicking on the links at the bottom of this page. Also, feel free to modify this template’s language to match your company’s culture. The full template includes these sections plus an introduction so you can welcome new employees to your company. Neither the author nor Workable will assume any legal liability that may arise from the use of these templates. Please ask your attorney to review your finalized policy documents or Handbook. It’ll give your employees an idea of what the terms of their contract and job classification are. They can use this section as a resource to fall back on whenever they have basic questions. You could also explain your recruitment process to prepare future hiring managers in your company. Define full-time and part-time employees, and also interns, apprentices and other workers you employ.
This is a necessary statement, not only for legal purposes, but also to promote a culture of meritocracy and respect in your workplace. Here, outline the usual steps in your hiring process. Also, if you often conduct pre-employment checks, define the stage hiring managers can order these checks and even how to handle them. Likewise, if you have a permanent referral program or if you issue referral rewards often, this is a good place to outline the procedure and related guidelines. It’s about the conditions your employees work in. Include policies such as anti-harassment and health and safety in your employee handbook to build a lawful and pleasant workplace where your employees can thrive. Here are the policies included with tips on how to customize them to your own workplace: Our template lays out basic rules about protection of information, but you need to modify it to account for any specific laws that apply to your company. Mention these laws and how you ensure you adhere to them, as well as what you expect employees to do. Respect to and from coworkers is an important part of a harmonious worklife. In this section, you can firmly state your commitment to eliminating harassment and violence in the workplace. You’ll also define what counts as harassment, as well as outline possible repercussions. This section will present guidelines employees must follow to ensure a healthy and safe workplace. You can add actions your company has taken to comply with occupational health and safety laws, as well as protect employees in hazardous jobs or from emergencies. Our template specifically includes sections about preventative action, emergency management, smoking and a drug-free workplace. You could also add a mental health policy if your company has relevant provisions. You’ll outline how you expect employees to treat others, whether they’re colleagues, partners, customers or external stakeholders.Employees should know what they can or can’t wear.
Address internet usage, company cell phones, corporate email and social media use (both corporate and personal). Lay out guidelines without being overly restrictive toward employees; most people expect to have a certain freedom in these matters as long as they follow security and data protection guidelines. Here you can describe what constitutes conflict of interest, what employees can do when faced with one, and what the consequences are for wittingly breaking relevant laws or company rules. While many companies are flexible when it comes to employees becoming friends or dating, some rules are necessary to avoid gossip or unprofessional scenes. This section is important to avoid accusations of nepotism and favoritism. Give specific guidelines about working relationships allowed between relatives in your company. This is a matter of safety as well as protecting data and company property. Outline the process of bringing visitors on company premises to make sure employees are always alert and responsible. In this section, you can refer to attempts by outsiders or employees to solicit or distribute flyers, products or services and how employees can handle these cases. Through these policies, you show you value employees and motivate them to keep working with you. This part is mainly important for the U.S. which has laws on exempt and non-exempt employees. You can explain the legal framework and clarify overtime rules. You can also mention on which days employees receive their salary or wages. This section helps employees understand how their performance will be evaluated, and also prepares managers for managerial duties. You can mention the objectives of performance reviews and how you expect managers to lead their team. This is your chance to highlight a big part of your retention strategy — making sure employees improve personally and professionally. You can mention training opportunities and education budgets, if any.