Table of Contents
The Employee Handbook
An organization’s core values are the fundamental beliefs of the company. These guiding principles dictate how employees should interact with customers, vendors, and each other. Core values represent an organization’s culture and identity. They provide a framework for decision-making and help employees understand what is acceptable behavior.
Core values are important to an organization because they provide a sense of direction and purpose. They give employees a standards to follow, and help to create a cohesive work environment. Additionally, core values can help attract like-minded employees and customers, who are more likely to be loyal to the company.
Some common examples of employee core values include: honesty, integrity, teamwork, respect, communication, and accountability. It is important to note that these values will vary from organization to organization, and should be tailored to fit the company’s unique culture and goals.
When writing or revising your company’s core values, it is important to involve employees in the process. After all, these are the people who will be expected to uphold the values. Furthermore, be sure to communicate the values to all employees, and make sure they are understood and embraced.
Embody and Communicate the Company’s Core Values through the Employee Handbook.
What is an Employee Handbook?
An employee handbook is a document that contains important information about your company’s rules, policies, procedures, and expectations for employees. It is typically given to new hires during their onboarding process, and it serves as a reference guide for employees throughout their time with the company. It helps employees understand what is expected of them while they are working for the company.
The Contents of an Employee Handbook
The contents of an employee handbook may vary from organization to organization. The handbook should list the company’s mission statement, values, and code of conduct. It should also include information on vacation days, sick days, and holiday pay.
The Employee Handbook should cover common topics like attendance, dress code and workplace conduct. The handbook should also explain the company’s policy on sexual harassment and discrimination. Additionally, the handbook should detail the process for filing a grievance or complaint. Finally, the handbook should list the contact information for the human resources department.
Benefits of Employee Handbooks
An employee handbook is an important tool for communicating your company’s policies and expectations to employees. It can help to prevent misunderstandings and miscommunications, and it can provide a reference point for employees if they have questions about company procedures. If you are thinking about creating an employee handbook for your organization, there are a few things to keep in mind. First, make sure that you include only information that is relevant and up-to-date. Second, keep the language clear and concise, so that employees can easily understand it. Finally, be sure to have the handbook reviewed by a legal professional to ensure that it complies with all applicable laws and regulations.
An employee handbook is an essential tool for any business. It communicates your company’s expectations, policies and procedures to your employees, and gives them a resource to reference when they have questions. An effective employee handbook can help reduce misunderstandings and disputes, and promote a positive work environment.
The Employee Manual can Streamline Onboarding.
An employee manual can streamline onboarding by providing new employees with a clear and concise overview of the company’s policies, procedures, and expectations. This can help to eliminate confusion and ambiguity, and make it easier for new employees to hit the ground running. Additionally, an employee manual can be a valuable reference tool that employees can refer back to as needed.
Why Small Businesses Should Develop an Employee Manual
Every small business is different and will need to weigh the pros and cons of developing an employee manual based on their specific needs and circumstances. However, in general, having an employee manual can be extremely beneficial for small businesses.
An employee manual can help to ensure that everyone is on the same page in terms of expectations and can provide a valuable resource for employees. Additionally, an employee manual can help to reduce the risk of legal problems down the road. Overall, while there is no easy answer to this question, small businesses should carefully consider whether developing an employee manual is right for them.
What is an Employee Manual?
An Employee Manual is different from an Employee Handbook.
An employee manual is a more detailed document that includes instructions on how to perform specific tasks. Employee manuals are usually only given to employees who need to know how to perform a specific job.
What are Company Policies?
A company policy is a set of rules and guidelines that employees must follow. Company Policies can cover a wide range of topics, from dress code and attendance to social media use and confidential information.
Having clear and concise company policies helps to ensure that everyone is on the same page and knows what is expected of them.
What are the contents for an effective Employee Handbook requirements?
There are no hard-and-fast rules for what should be included in an employee handbook, but there are some key elements that are typically included. Here are some of the most common topics covered in employee handbooks:
– Company history and culture
– Mission, vision and values
– Code of conduct
– Anti-discrimination and harassment policy
– Compensation and benefits
– Leave policy
– Attendance and punctuality
– Work hours and break times
– Dress code
– Use of company property (including computers, email and the internet)
– Cell phone use
– Personal conduct
– Conflict of interest
– Safety procedures
– Security procedures
– Emergency procedures
Key Policies that Should be Included in an Employee Manual
Some key policies that should be included in an employee manual are:
– attendance and punctuality
– dress code
– use of company property
– electronic communications
– social media
– confidentiality and non-disclosure
– conflict of resolution
– workplace harassment and discrimination.
Key Policies that Should Not Be Included in an Employee Manual
An employee manual should not include any illegal or discriminatory policies. Additionally, any policy that would put the company at risk of liability should also be excluded. Some specific examples of such policies include:
-Policies that allow employees to work excessive overtime hours without proper compensation
-Policies that do not provide adequate safety measures for employees
-Policies that allow for discrimination or harassment in the workplace
-Any policy that is not essential to the running of the business should also be excluded from the employee manual. This includes policies that are simply preferences of the company owner or management, rather than actual rules or regulations that must be followed. Some examples of such non-essential policies include:
-Dress code policies that are not necessary for safety or professional reasons
-Policies regarding personal use of company property (e.g. internet, email, etc.)
-Policies regarding vacation time or other paid time off
Review and Updated The Employee Handbook on a Regular Basis
An employee handbook should be reviewed and updated on a regular basis to ensure that it accurately reflects your company’s current policies and procedures. If you have any questions about creating or updating an employee handbook, consult with an experienced business attorney.
An Employee Handbook is a Useful Resource
An employee handbook can serve as a guide for shaping employee behavior. By outlining expectations and providing clear guidelines, an employee handbook can help employees understand what is expected of them. This can lead to more positive workplace behavior and increased productivity. Additionally, an employee handbook can help to create a more positive work environment by promoting respect and professionalism.
The Human Resources Manager should consult with an employment attorney when developing an employee handbook.
As a Human Resources Manager, you may find yourself wondering if you should consult with an employment attorney when developing an employee handbook. The answer to this question depends on a number of factors, including the size and scope of your company and the nature of your business. If your company is large and complex, or if you are in an industry with a lot of regulations, it is probably a good idea to consult with an attorney. Even if your company is small and simple, you may still want to consult with an attorney if you are unsure about any of the policies you want to include in your handbook. An attorney can help you make sure that your policies are legally sound and will protect your company in the event of a dispute.
Company Culture Shapes the Employee Handbook
The company culture has a big impact on the employee handbook. The way the company operates and the values that it upholds will be reflected in the employee handbook. It is important for companies to make sure that their employee handbooks are aligned with their
culture so that employees know what is expected of them and can be comfortable working within the company. A good employee handbook will help to create a positive and productive work environment.
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The Company’s History also Shapes the Employee Handbook
A company’s history can play a significant role in shaping the employee handbook. For example, if a company has a long history of success, this may be reflected in the employee handbook in the form of high standards and expectations. Alternatively, if a company has a history of problems with employee morale, this may be addressed in the employee handbook with policies and procedures designed to improve employee satisfaction. In either case, it is important for companies to be aware of how their history may impact the employee handbook.
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Including Performance Reviews in the Employee Handbook
Performance reviews are a necessary part of every employee’s development and growth within an organization. They provide employees with the opportunity to sit down with their manager and openly discuss their successes, challenges, and goals.
Additionally, performance reviews help to identify any training or development needs that the employee may have.
While some organizations choose to address performance reviews in their employee handbooks, others do not. There is no right or wrong answer when it comes to this decision. Some organizations opt to include performance review procedures in their employee handbooks so that employees are aware of the process and what to expect. Other organizations prefer to keep performance reviews separate from the employee handbook.
Ultimately, the decision of whether or not to address performance reviews in the employee handbook is up to the organization. There are pros and cons to both approaches, and it ultimately depends on what will work best for the company and its employees.
The employee handbook may discuss company equipment and how it should be used. It is important that employees understand how to properly use and care for company equipment.
The handbook should outline what is expected of employees if they need to use company equipment for personal use.
Part Time Employees and the Employee Handbook
The employee handbook usually applies to part time employees in the same way as it does to full time employees. All policies and procedures outlined in the employee handbook must be followed by all employees, regardless of their employment status. Part time employees are subject to the same attendance policy, code of conduct, and workplace safety rules as full-time employees. Additionally, part time employees may be eligible for the same benefits and perks as full-time employees, such as vacation days, sick days, and health insurance.
General disclaimers to include in Employee Handbooks
The employee handbook should include general disclaimers to protect the company from liability. These disclaimers should make it clear that the company is not responsible for any injuries or damages that may occur while employees are on the job.
The handbook should also state that the company is not responsible for any losses or damages that may occur as a result of employee negligence or misconduct. Additionally, the handbook should include a disclaimer that all information contained in the handbook is confidential and should not be shared with anyone outside of the company. Finally, the handbook should include a disclaimer that the company reserves the right to change any of the information contained in the manual at any time without notice.
A wrongful termination is a firing that is done in violation of an employment contract or law. Wrongful terminations can also occur when an employee is fired in retaliation for whistle-blowing or filing a discrimination claim. In some cases, a worker may be wrongfully terminated because of their race, gender, religion, or national origin.
Substance Abuse Policies
A substance abuse policy should be included in an employee manual to ensure that employees are aware of the company’s stance on drug and alcohol use.
Companies should offer help and assistance to Employees when possible.
Internet usage is addressed in the employee handbook by specifying what types of activities are considered inappropriate and prohibited. These activities include, but are not limited to: accessing or disseminating inappropriate or pornographic material, downloading copyrighted material, and engaging in any activity that could be considered harassment or cyber-bullying.
Consequences for employees who violate these policies such as disciplinary action up to and including termination, should be fully explained in the Employee Handbook.
Remote Work and Remote Working
Remote Working should be included in the employee handbook. It should state when employees are allowed to work from home and how they should coordinate with their supervisor to make sure it does not interfere with their job duties.
The handbook should also outline the expectations for communication and collaboration when working remotely.
How State Law affects the Employee Manual
In the state of California, employers are not required to provide employees with a written employee manual. However, if an employer chooses to create an employee manual, it must comply with certain legal requirements. For example, the manual must include a statement that employment is at-will and that the employer reserves the right to change the terms and conditions of employment at any time. Additionally, the manual must not contain any provisions that would violate an employee’s rights under state or federal law. Finally, the manual must be made available to all employees in a format that they can easily understand.
Federal Laws Affecting the Employee Handbook
There are many State and Federal Laws that can affect the Employee Handbook. The employee handbook must comply with all relevant federal laws, including those relating to discrimination, harassment, and privacy.
These laws may change from time to time, so it is important to keep the handbook up to date. Some of the most relevant federal laws are described below:
Title VII of the Civil Rights Act of 1964
–Title VII of the Civil Rights Act of 1964 prohibits discrimination on the basis of race, color, religion, sex, or national origin. This law applies to all aspects of employment, including hiring, firing, promotion, compensation, and benefits.
-The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing Title VII. The EEOC has issued guidelines that employers must follow in order to avoid discrimination. These guidelines include ensuring that job advertisements do not discriminate against any protected group, and that job applicants are evaluated on their qualifications, not their race, color, religion, sex, or national origin.
The Age Discrimination in Employment Act of 1967 (ADEA)
–The Age Discrimination in Employment Act of 1967 (ADEA) prohibits discrimination against employees who are 40 years of age or older. This law applies to all aspects of employment, including hiring, firing, promotion, compensation, and benefits.
-The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing the ADEA. The EEOC has issued guidelines that employers must follow in order to avoid discrimination. These guidelines include ensuring that job advertisements do not discriminate against any protected group, and that job applicants are evaluated on their qualifications, not their age.
The Pregnancy Discrimination Act of 1978 (PDA)
–The Pregnancy Discrimination Act of 1978 (PDA) prohibits discrimination against employees who are pregnant or who may become pregnant. This law applies to all aspects of employment, including hiring, firing, promotion, compensation, and benefits.
-The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing the PDA. The EEOC has issued guidelines that employers must follow in order to avoid discrimination. These guidelines include ensuring that job advertisements do not discriminate against any protected group, and that job applicants are evaluated on their qualifications, not their pregnancy status.
The Family and Medical Leave Act of 1993 (FMLA)
–The Family and Medical Leave Act of 1993 (FMLA) provides employees with up to 12 weeks of unpaid leave for certain family and medical reasons. This law applies to employers with 50 or more employees.
-The Department of Labor (DOL) is responsible for enforcing the FMLA. The DOL has issued guidelines that employers must follow in order to comply with the law. These guidelines include ensuring that employees are eligible for leave, providing employees with information about their rights and responsibilities, and maintaining records of leave.
The Health Insurance Portability and Accountability Act of 1996 (HIPAA)
–The Health Insurance Portability and Accountability Act of 1996 (HIPAA) protects the privacy of employees’ health information. This law applies to employers with 50 or more employees.
The Department of Labor (DOL) is responsible for enforcing HIPAA. The DOL has issued guidelines that employers must follow in order to comply with the law. These guidelines include ensuring that employees’ health information is kept confidential, and that only authorized individuals have access to it.
The Genetic Information Nondiscrimination Act of 2008 (GINA)
–The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits discrimination against employees on the basis of their genetic information. This law applies to all employers with 15 or more employees.
-The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing GINA. The EEOC has issued guidelines that employers must follow in order to avoid discrimination. These guidelines include ensuring that job advertisements do not discriminate against any protected group, and that job applicants are evaluated on their qualifications, not their genetic information.
The Americans with Disabilities Act of 1990 (ADA)
–The Americans with Disabilities Act of 1990 (ADA) prohibits discrimination against employees with disabilities. This law applies to all employers with 15 or more employees.
-The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing the ADA. The EEOC has issued guidelines that employers must follow in order to avoid discrimination.
These guidelines include ensuring that job advertisements do not discriminate against any protected group, and that job applicants are evaluated on their qualifications, not their disability.
How the Mapertunity Experience is Different
When we designed Mapertunity, we optimized for both the candidate and the hiring managers experience.
- Candidate wants to find jobs that are not only a perfect fit for them but are closest to where they are currently located.
- Hiring Managers wants to find the perfect candidate and would love to avoid the expenses of relocating someone.
Mapertunity brings both of these desires together. But it does much more than that. Mapertunity removes all the friction that the current system has built into it. There is no more guessing what candidates are available or what jobs are available. Both available jobs and available candidates in a geographic searchable region are simply displayed on the map to be further explored. In addition, contact information is not hidden for either the Hiring Manager or potential Candidates. There are no hidden barriers, like third party recruiters, between candidates and job posters.
There is currently no system in the world that will tell a company how many actual workers are available within any geographic region in the world.
There is currently no system in the world that will display on a map all the jobs and all the companies hiring in any geographic region in the world.
Just center the map on your location and press SEARCH.
Mapertunity can do this. Mapertunity will show you where both the jobs and the candidates are located. There is no system that will tell workers which companies are hiring in any geographic radius where the job seeker might be interested in searching.
Mapertunity reduces the global carbon footprint of both workers and businesses.
We believe the closer a job is to someone’s current location, the more likely they will stay in that job and the closer a worker is to a business, the more likely a business will be able to hold onto those workers. Economist calls this “being sticky”.
On Mapertunity you can Search Jobs and Candidates By:
- Job Title or Keyword
- Postal Code
- Distance from Map Center (Search the whole Earth if you want)