4 Things That Should Be Included in Your Company’s Employee Handbook

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    Having an employee handbook is essential to any corporate enterprise, whether big or small. The handbook is a document that contains all the policies or rules of your company. It’s the main reference for your organizational processes and is designed to remind your employees about their rights and responsibilities. It’s also a key item in the onboarding process of new employees. It not only briefs them on a company’s policies, but also helps them set realistic work expectations.

    Additionally, an effective handbook includes a company’s background and core values, which helps new hires familiarize themselves with their work environment. They may have found your company by applying for jobs in Quezon City and are starting with only limited knowledge of what your company is about. By including more details about your organization, recruits can become more invested in your company, encouraging them to deliver quality work.

    Whether you’re creating a new handbook from scratch or updating an existing one, make sure that it contains all the necessary information on your organization’s background, rules, processes, and employee benefits. To learn more about what constitutes a thoroughly written handbook, below are four things that should be included in yours:

     

    Background on the Company and Its Core Values

    As mentioned in the introduction, the employee handbook can brief new employees on your company’s background and core values. In it, you can include things like your company’s history, mission, vision, and work culture. This gives new hires a better idea of what they can expect from your organization, as well as their role in the company. After all, most employees prefer working for organizations whose values and passions align with their own. This helps them cultivate a sense of belonging and purpose in your company, which can motivate them to deliver quality performance very early on.

    Company Policies

    A well-written handbook highlights all the rights and responsibilities of your company’s employees. Hence, it should stipulate policies in a precise and clear manner. This will prevent miscommunications and potential employee lawsuits from happening, helping your organization stay on track in all its processes. With that in mind, below are a few policies that you should consider including in your employee handbook:

    Working Hours and Leaves 

    Your handbook should include a section about employee attendance and work hours. This category includes rules about meal times and breaks, tardiness, overtime, and leaves. Make sure to discuss how employees should file their absences—such as sick, bereavement, maternity, and vacation leaves—and how your company processes them. You can also discuss how employee work hours are tracked and calculated, as well as the procedures for clocking in and clocking out. If your company offers remote or hybrid work arrangements with different attendance requirements, do state all exceptions and considerations for them as well.

    COVID-19 Safety 

    In light of the COVID-19 pandemic, companies with onsite activities are required to practice safety and health protocols for the well-being of all employees. With that in mind, make sure that your employees are properly informed about these protocols. Some COVID-19 policies may include physical distancing, medical screenings, and wearing required protective equipment.

    Anti-Harassment and Discrimination

    To ensure that your employees feel safe in their work environment, your company should establish anti-harassment and discrimination policies. It should also set up procedures that can effectively address any violations of these policies. With that in mind, make sure to explicitly mention the types of harassment and discrimination that your company prohibits. This includes sexual harassment and discrimination based on race, gender, disability, parental status, political beliefs, and the like.

     

    Company Benefits

    Besides being aware of their rights and duties, employees should also know what benefits await them at your company. Communicating all the benefits that your company has to offer not only entices new hires, but also maintains top talent in your company. Make sure to discuss the benefits of both full-time and part-time employees. For example, if your company offers things like retirement plans, paid parental leaves, performance bonuses, and health insurance, be sure to include them in your handbook.

     

    Proof of Acknowledgement and Agreement

    Your company should have proof that each employee has read and understood the stipulations of your handbook. For this reason, do include a section at the end of the employee handbook that serves as a form of acknowledgement and agreement. Employees should sign this part of the handbook—either physically or with an electronic signature—then submit it to your company. This will prove that they’ve consented to everything that’s been stated in the handbook.

    Remember, even the most comprehensive employee handbooks are never finished or final. The best companies ensure that their handbooks are updated when they make any changes to their operations. Your company handbook is a representation of your organization’s professionalism, so it’s paramount to provide employees with up-to-date information about policies and procedures. A great handbook will ensure that both your company and its employees uphold the standards necessary to achieve success.

     

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