Even small and middle-sized businesses have decided to put an Employee Handbook in place for one reason or another.
Putting an Employee Handbook at the top of the list of HR priorities may be due to several factors, such as:
- It helps to formalize a company’s procedures and policies,
- It helps with decreasing inconsistency in employment practices, and assists with uniformity in decision making,
- It can boost morale by highlighting overlooked benefits and reinforcing the positives found in company culture
- It increases a company’s value as a professional and attractive employer to prospective employees
Employee Handbooks don’t have format or content requirements; however, here are some basics that each handbook should contain:
- Company’s vision and mission statement(s);
- Work Environment (Hours of operation, Dress code, Safety, Attendance);
- Pay Practices;
- Time-off and Holiday procedures;
- Benefits;
- Customized Policies (Drug Screening, Unlawful Harassment, Confidentiality, Anti-Violence).
Not only is it important to create a formal Employee Handbook, but it is also important to make sure it is updated regularly with any new company policies and procedures, or changes to existing policies. Give some thought to the last time you reviewed your Employee Handbook – is it still relevant for your employees and does it represent your culture? Set aside time to review your Handbook on regular basis and distribute an updated version to all of your employees on an annual basis.