This Handbook provides an overview of federal laws addressing employer-employee rights and obligations. Information discussed includes wages & hours, discrimination, termination of employment, pension plans and retirement benefits, workplace safety, workers' compensation, unions, the Family and Medical Leave Act, and much more in 25 pages of materials.
Employment Handbook With Exercises In Riverside
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State:
Multi-State
County:
Riverside
Control #:
US-002HB
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Word;
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FAQ
The key overarching categories typically included in an employee handbook are: Company mission statement, values, and/or history. Company policies, standards, and guidelines. Career, compensation and benefits information. Company procedures.
Starting with the basics, an employee handbook is a clear-cut document that outlines a company's policies and procedures. It also lays out any organizational expectations. It is not an employment agreement, so be sure to avoid using legal jargon.
At its core, an employee handbook acts as a roadmap detailing the company's policies, procedures, and employment law adherence. It covers essential categories such as employee benefits, discrimination, harassment, dress code, and disciplinary action, providing clear guidelines on the company's stance on these issues.
An employee handbook helps to establish and communicate your company's culture, mission, vision, and values. It should be written in a way that employees can easily understand and connect with these core aspects of the business.
written handbook provides employees with a clear understanding of their responsibilities. The handbook also serves as a compass for the organization's policies and procedures. For example, it advises employees what the procedures are for requesting time off or a vacation.
And if your company doesn't have a handbook, managers and employees will need to rely on the company's “institutional memory” to ensure that policies are consistently applied. Work policies and expectations also take on more importance and are more likely to be followed when you codify them in an official handbook.
Certain policies are mandatory and must be included in your employee handbook. For example, California employers must have a written harassment, discrimination and retaliation prevention policy. Including these policies clarifies for employees their rights and obligations, and protects you from potential liability.
Generally speaking, an employee handbook is not a legally binding contract unless it explicitly states that it is. However, certain statements in the handbook can be interpreted as contractual promises if they are specific enough and imply mutual obligations between employer and employee.
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.