Utah Procedures

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. Paid Time-Off Policy. Employee Behavior. Pay and Promotions. Benefits.

Your company's history, mission, vision and goals. Your company's core values and culture. Human resources and legal information related to employment. Your company's policies. Employee benefits and perks.

Step 1: Review and Make Required Revisions to the Current Company Policies. Step 2: Create an Outline of What to Include in the Employee Handbook. Step 3: Create Summarized Versions of Each Policy and Procedure. Step 4: Add Each Summary Statement in the Appropriate Sections According to the Outline.

To calculate your weekly benefit amount in Utah, divide your wages from the highest quarter of the base period by 26, then subtract $5. Currently, the most you can receive under Utah law each week is $617 per week; the minimum amount you can receive is $31 per week.

Use the handbook as a communication tool. Employees can be full of legal agreements and notices, which important as they are, can be daunting. Safety and security. Get a legal review. Outline your expectations/Code of conduct. Hours, benefits, and compensation. Don't be redundant. Make it readable. Leave room for change.

The topics included in the employee handbook should cover the employer's mission statement, equal employment opportunity statement, contractual disclaimer and at-will employment statement, purpose of the employee handbook, and background information on the company.

Employee handbooks can go by different names, such as an employee field guide or staff manual. Whatever you call them, employee handbooks are documents that all employees at a company should receive, often on their first day. They are designed to cover everything a new hire needs to know to get started at their job.

At-will employer/disclaimer. injury reporting. equal employment opportunity. harassment/discrimination. hours of work/meal breaks. FMLA. Internet/e-mail. reasonable accommodation.