Handbook Policies And Procedures In Riverside
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Ten Policies Every Employer Should Have in its Handbook At-Will Employment. Must include “no contract” language. EEO/Anti-Harassment/Anti-Discrimination. Include. Time-Off. Jury Duty. FMLA. Eligibility Requirements. Attendance/Tardiness. Behavior/Conduct. Computer, Technology & Communication. Solicitations.
An employee handbook is designed to familiarize employees with basic company policies and benefits programs, and although it draws topics from the far broader policies manual, it presents them with much less detail.
A policies and procedures manual is a reference tool for managers and supervisors. This tool is much more complete in detail than the employee handbook and should be used for back-up when more information is needed to explain a policy or when a deeper understanding of a process is desired.
How to write an employee handbook Include your company's mission statement. Write a brief section on company history. State any legal declarations. Explain your dress code. Include details about work hours. Define duties. Include department-specific policies. Describe company benefits.
There is no federal law requiring employers to have an employee handbook, but many states do require them or have laws that affect what must be included in one.
Although statements of policy appear in both handbooks and policies and procedures manuals, the topics covered in a policies and procedures manual are often more detailed and exhaustive. The subjects covered in an employee handbook are typically selective and the information provided is more general.
How to implement a new company policy Address the need for the policy. Perform research. Start a test implementation. Gain management support. Perform legal checks. Communicate the policy. Give a date of implementation. Hold informational meetings.
Important Tips on Formatting Policies Use Similar Formatting. Set and Follow Best Practices. Use Standard Templates. Limit Policy Length. Use Succinct Language. Use Bullets and Lists. Link to Related Documents and Forms. Include a Glossary.
Use plain language. Don't make your policies and procedures sound like legal documents. Write in the third person (e.g., the employee, the manager, the department), not the first person (e.g., I, you, and we).
