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How to-create-an-employee-handbook
Introduction
In the following lesson, you’ll learn how to form your own
employee handbook. You'll learn how best to organize all the
topics and areas not to omit.
Discussion Topics Include:
• Company overview
• Time off policies
• Employee behavior
• Benefits
• Legal
It should take you about 10 minutes to complete this Lesson.
Let's get started.
Tip: To continue, select the arrow on the right.
The Importance of Employee Handbooks
Why Employee Handbooks Matter
Employee handbooks are often considered to be unavoidable by
both employees and employers. Employees don’t like reading
them and employers don’t like writing them. But, it must be
done; so, we are here to help.
Handbooks don’t just set expectations for your employees. Your
employee handbook also communicates to your employees
what they should expect from you.
As much as we love our teams, discrepancies can happen
easily, employee handbooks can clarify anything that might have
been misconstrued in other communication. Although there are
no laws requiring employers to have an employee handbook,
they can help save your company from liability in case of a
lawsuit.
Clauses like an employ-at-will or drug testing policies in your
handbook provide full disclosure to your employees.
The next sections will be an outline of what we think is the best
way to build your employee handbook.
Tip: If you ever need to jump around a Lesson, just click the
magnifying glass icon next to your Lesson's title. It will take
you to the Lesson's Table of Contents.
Company Overview
A company overview is a great way to kick off a handbook. It will
give a strong foundation of knowledge to your employees and let
them know where your company is coming from in the rest of
your handbook.
Welcome
Provide a welcome to your new employees from the board of
directors or CEO. Although it may seem impersonal, at least
we’re starting out this necessary evil on a positive note.
History
Include a brief overview of how and why your company started.
Include a fun anecdote like a name origin or how your board of
directors came together.
Values
Describe the company values. What principles is your company
founded on? Do you want employees to say when they see
something wrong to try to improve the team?
Mission
In this section divulge your secret plans to take over the world.
provide insight to your employees about where you see the
company going. Why are they doing their jobs and why is the
company in existence?
The purpose of the company should be something like providing
the world with sustainable transportation through teleportation.
Which would be awesome, I hope that’s your mission.
Goals
State some long-term company goals to let your team know
where you expect to be in ten years. If you want your company
to be the top barrel cacti farm in Rhode Island by 2050, let them
know.
Culture
Add a culture section to your handbook to remember what the
culture your company was when founded.
Purpose of Handbook
This will be an introduction to the rest of your employee
handbook. Give an overview to your readers about what they will
see for the rest of the employee.
Time Off Policies
If you’ve established a great company with great employees,
they might not want to leave. But if they do, don’t worry, they’ll
come back. Be sure to include your leave policies in the next
section of your employee handbook.
Vacation
What is your company’s vacation policy? Do you have 0 days or
do you have 30? Use this section to spell out your policy and
classify whether vacation is paid or unpaid. You likely went over
this with your new hires in their offer, but this will give them a
reference.
Sick Leave
Your employees shouldn’t be coughing all over their desks. Let
them know how many days they have for their immune system
to fail. Also, let them know if you just want them to work from
home whenever they feel toxic.
Family and Medical Leave Act
Commonly referred to as FMLA, this is a law. This section in your
handbook will be a quick reference for your employees to know
how many weeks they are legally allowed off for the birth of a
child or serious health conditions.
Also includes family emergencies.
Holidays
Let your employees know which holidays to start planning their
family vacations around. Sure, there may be some pleasant
surprise vacation days at some companies, but let them know
the initial plan.
Jury Duty
Also a law. Employees are entitled to time off to serve on a jury.
Voting
States have their own laws about voting. Add your operating
states’ or state’s laws to your handbook just to clarify.
Military Leave
We hope that we won’t see another military draft in our lifetimes.
If we don’t, even active or inactive services in the National Guard
qualify for full pay while away.
Leave of Absence
A leave of absence is where an employee leaves the company
for a certain amount of time while maintaining employment
status. This usually happens for exceptional circumstances so
be sure to list a few and offer a contact for others.
Employee Behavior
We love our employees and you likely love yours. Let’s give
some guidelines to keep it that way.
Attendance Policies
Clarify the expectations of your employee attendance. If you
expect them to be at every quarterly announcement and in the
office every day, say it in this section.
Also include in this section, how you want your employees to
communicate their absences. Choose to either require an email
or leave it up to manager preference.
Tardiness
If tardiness is an issue in your company, address it here. If
employees are expected to be at their desk when their schedule
begins, use this section.
Breaks
Your employees likely will need a break from their desks. Tell
them what they’re allowed to take, or even leave it up to them. If
they have 30 minutes, put it in the handbook. If they have as
long as they need, omit the section.
Code of Professional Conduct
Tell your employees how you expect them to act even if it is
outside of the office. If they are not supposed to go out in
company uniform, tell them in this section.
Dress Code
If you don’t think gray, stained sweatpants really fit your bank’s
professional level, clarify in this section. Makes some rules about
shorts, holiday animal antlers, or singing ties.
Employee Health and Safety
Employee health and safety should be your number one priority.
Describe the safety precautions your company takes in this step
and how to handle someone not following protocol.
Emergency Procedures
If you have procedures during a break-in, tornado, or fire,
describe them in this section. They likely will seem fairly obvious,
but it’s always nice to be prepared and informed.
Reviews
Managers may be expected to give monthly, quarterly, or annual
reviews. Use this section to describe the timing and review
process.
Insubordination
This section would talk about write-up’s through HR or customer
complaints. List reasons for write-up’s.
Grounds for Disciplinary Action
Discuss the next steps at certain quantities of write-up’s whether
it is termination, probation, or even just a discussion.
Termination
State the procedures for termination in this section. Discuss
severance pay if it is offered by your company as well as the
technology return policies.
Voluntary Termination
If an employee chooses to leave, they likely wouldn’t get their
severance pay. Use this section to state that among other
policies such as a 2-weeks notice in this section.
Final Paycheck
Whether an employee chooses to leave or is terminated, they
are still entitled to their final paycheck if they work the hours.
Outline the procedures for the deliverance of the final paycheck.
Exit Interview
If your company conducts an exit interview, list the procedures in
this section. What happens after the exit interview?
Benefits
Make sure all of your employees are on the same page with a
benefits section.
Vehicle Policy
Perhaps your company is fortunate enough to give cars to
traveling salesman or employees on-the-road for whatever
reason. In this section, detail the procedures of your vehicle
policy.
Pay
This section should include the pay process of salary or
commission. If your employees are getting paid weekly or bi-
weekly, include it in this section.
Also include the process whether it is direct deposit or mailed
checks.
Company Discounts
If you work in retail, you likely have discounts on your stores or
related stores for your employees. You may even have discounts
from customers. Use the handbook to put them in the know.
Health Insurance
This section should be a reference of health insurance
companies. You don’t need to state every plan that the
company offers and continuously update it, but just a contact at
the appropriate company for the right insurance.
Retirement Plans
Describe your company's 401k or IRA contribution levels and
programs in this section. If you offer company stock, also
include it in this section.
Worker’s Compensation
Also a law, if your employees get injured on the job, they should
get paid. Put that in this section as another legal reference.
Disability
If your company offers disability coverage, let your employees
know.
Tip: You can always refer back to this Lesson by going to
your My Assignments tab or searching for it in your Learning
Library.
Legal
This is arguably the most important section of your handbook. It
includes sections that define your handbook for what it is and
ensures the rest of it is valid.
Not a contract
You need to state that the handbook is not a contract. It does
not guarantee employment for any amount of time and
employment can be terminated at any time by either party within
legal requirements.
Handbook trumps previous documents
The handbook should supersede all previous documents. It will
likely need to be updated. Your policies back in 1957 are going
to be obsolete when it comes to company laptops.
Policies are subject to change
If you plan on updating policies, which you should, you need to
disclose that the policies are subject to change. It may seem
shady to your employees, but they can’t reasonably expect
policies to last forever.
At-Will Employment
State that employment at your company is at-will and not
guaranteed for any amount of time.
Equal Opportunity Employment
Be sure to include an equal opportunity section to state that your
business is an equal opportunity employer.
Non-Harassment / Non-Discrimination
If your company doesn’t discriminate in the hiring, promoting,
and firing processes, which is illegal if it does, include a non-
harassment and non-discrimination clause.
Drug Free / Alcohol Free
If your employees are expected to remain drug and alcohol-free
during their time of employment, disclose it. State there will be a
drug test before the hiring process and if there will be drug tests
later in employment.
Open Door Policy
If you wish to encourage transparency in the office, put an open
door policy in your handbook. This will allow your employees to
come to you whenever there may be a business-related ethics
issue.
Company Property
State how company property should be handled or taken care
and maintained. If receipts are supposed to be sent to
accounting, disclose that information here.
Privacy
Your company may reserve the right to investigate all company
property at any time. So, more like a no-privacy clause.
Personnel Files
Your employees are concerned what is going to happen to their
personal personnel files when they leave the company. Disclose
that information of how you store and dispose of files in this
section.
Employment Classification
State which sections and benefits apply to which employees. In
which they are exempt, non-exempt, part-time, full-time, or
temporary.
Employee acknowledgement page
The employee acknowledgement page should be a tear-away
page they can sign stating they read or had the opportunity to
read the entire document.
Conclusion
Thanks for taking this Lesson on employee handbooks. We
hope you are able to use these guidelines to create or refresh
your employee handbook.
Before you go, please answer these questions.
Required
Which of the following should be included in the
company overview section?
Choose all that apply:
Welcome
Values
Mission
Pay
Required
In which section should you disclose how you want
your employee to communicate their absences?
Employee Health and Safety
Breaks
Attendance Policies
Code of Personal Conduct
Required
Do you have any comments or questions?
Remember: To complete this Lesson and submit your
responses, don't forget to select Finish on the right.

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How to-create-an-employee-handbook

  • 1. Lessonly is powerfully simple training software that helps teams learn, practice, and Do Better Work. GET A DEMOTAKE A TOUR
  • 3. Introduction In the following lesson, you’ll learn how to form your own employee handbook. You'll learn how best to organize all the topics and areas not to omit. Discussion Topics Include: • Company overview • Time off policies
  • 4. • Employee behavior • Benefits • Legal It should take you about 10 minutes to complete this Lesson. Let's get started. Tip: To continue, select the arrow on the right.
  • 5. The Importance of Employee Handbooks Why Employee Handbooks Matter Employee handbooks are often considered to be unavoidable by both employees and employers. Employees don’t like reading them and employers don’t like writing them. But, it must be done; so, we are here to help.
  • 6. Handbooks don’t just set expectations for your employees. Your employee handbook also communicates to your employees what they should expect from you. As much as we love our teams, discrepancies can happen easily, employee handbooks can clarify anything that might have been misconstrued in other communication. Although there are no laws requiring employers to have an employee handbook, they can help save your company from liability in case of a lawsuit. Clauses like an employ-at-will or drug testing policies in your handbook provide full disclosure to your employees. The next sections will be an outline of what we think is the best way to build your employee handbook. Tip: If you ever need to jump around a Lesson, just click the magnifying glass icon next to your Lesson's title. It will take you to the Lesson's Table of Contents.
  • 7. Company Overview A company overview is a great way to kick off a handbook. It will give a strong foundation of knowledge to your employees and let them know where your company is coming from in the rest of your handbook.
  • 8. Welcome Provide a welcome to your new employees from the board of directors or CEO. Although it may seem impersonal, at least we’re starting out this necessary evil on a positive note. History Include a brief overview of how and why your company started. Include a fun anecdote like a name origin or how your board of directors came together. Values Describe the company values. What principles is your company founded on? Do you want employees to say when they see something wrong to try to improve the team? Mission In this section divulge your secret plans to take over the world. provide insight to your employees about where you see the company going. Why are they doing their jobs and why is the company in existence?
  • 9. The purpose of the company should be something like providing the world with sustainable transportation through teleportation. Which would be awesome, I hope that’s your mission. Goals State some long-term company goals to let your team know where you expect to be in ten years. If you want your company to be the top barrel cacti farm in Rhode Island by 2050, let them know. Culture Add a culture section to your handbook to remember what the culture your company was when founded. Purpose of Handbook This will be an introduction to the rest of your employee handbook. Give an overview to your readers about what they will see for the rest of the employee.
  • 10. Time Off Policies If you’ve established a great company with great employees, they might not want to leave. But if they do, don’t worry, they’ll come back. Be sure to include your leave policies in the next section of your employee handbook.
  • 11. Vacation What is your company’s vacation policy? Do you have 0 days or do you have 30? Use this section to spell out your policy and classify whether vacation is paid or unpaid. You likely went over this with your new hires in their offer, but this will give them a reference. Sick Leave Your employees shouldn’t be coughing all over their desks. Let them know how many days they have for their immune system to fail. Also, let them know if you just want them to work from home whenever they feel toxic. Family and Medical Leave Act Commonly referred to as FMLA, this is a law. This section in your handbook will be a quick reference for your employees to know how many weeks they are legally allowed off for the birth of a child or serious health conditions. Also includes family emergencies.
  • 12. Holidays Let your employees know which holidays to start planning their family vacations around. Sure, there may be some pleasant surprise vacation days at some companies, but let them know the initial plan. Jury Duty Also a law. Employees are entitled to time off to serve on a jury. Voting States have their own laws about voting. Add your operating states’ or state’s laws to your handbook just to clarify. Military Leave We hope that we won’t see another military draft in our lifetimes. If we don’t, even active or inactive services in the National Guard qualify for full pay while away. Leave of Absence A leave of absence is where an employee leaves the company for a certain amount of time while maintaining employment
  • 13. status. This usually happens for exceptional circumstances so be sure to list a few and offer a contact for others.
  • 14. Employee Behavior We love our employees and you likely love yours. Let’s give some guidelines to keep it that way. Attendance Policies Clarify the expectations of your employee attendance. If you expect them to be at every quarterly announcement and in the office every day, say it in this section.
  • 15. Also include in this section, how you want your employees to communicate their absences. Choose to either require an email or leave it up to manager preference. Tardiness If tardiness is an issue in your company, address it here. If employees are expected to be at their desk when their schedule begins, use this section. Breaks Your employees likely will need a break from their desks. Tell them what they’re allowed to take, or even leave it up to them. If they have 30 minutes, put it in the handbook. If they have as long as they need, omit the section. Code of Professional Conduct Tell your employees how you expect them to act even if it is outside of the office. If they are not supposed to go out in company uniform, tell them in this section.
  • 16. Dress Code If you don’t think gray, stained sweatpants really fit your bank’s professional level, clarify in this section. Makes some rules about shorts, holiday animal antlers, or singing ties. Employee Health and Safety Employee health and safety should be your number one priority. Describe the safety precautions your company takes in this step and how to handle someone not following protocol. Emergency Procedures If you have procedures during a break-in, tornado, or fire, describe them in this section. They likely will seem fairly obvious, but it’s always nice to be prepared and informed. Reviews Managers may be expected to give monthly, quarterly, or annual reviews. Use this section to describe the timing and review process.
  • 17. Insubordination This section would talk about write-up’s through HR or customer complaints. List reasons for write-up’s. Grounds for Disciplinary Action Discuss the next steps at certain quantities of write-up’s whether it is termination, probation, or even just a discussion. Termination State the procedures for termination in this section. Discuss severance pay if it is offered by your company as well as the technology return policies. Voluntary Termination If an employee chooses to leave, they likely wouldn’t get their severance pay. Use this section to state that among other policies such as a 2-weeks notice in this section.
  • 18. Final Paycheck Whether an employee chooses to leave or is terminated, they are still entitled to their final paycheck if they work the hours. Outline the procedures for the deliverance of the final paycheck. Exit Interview If your company conducts an exit interview, list the procedures in this section. What happens after the exit interview?
  • 19. Benefits Make sure all of your employees are on the same page with a benefits section. Vehicle Policy Perhaps your company is fortunate enough to give cars to traveling salesman or employees on-the-road for whatever
  • 20. reason. In this section, detail the procedures of your vehicle policy. Pay This section should include the pay process of salary or commission. If your employees are getting paid weekly or bi- weekly, include it in this section. Also include the process whether it is direct deposit or mailed checks. Company Discounts If you work in retail, you likely have discounts on your stores or related stores for your employees. You may even have discounts from customers. Use the handbook to put them in the know. Health Insurance This section should be a reference of health insurance companies. You don’t need to state every plan that the company offers and continuously update it, but just a contact at the appropriate company for the right insurance.
  • 21. Retirement Plans Describe your company's 401k or IRA contribution levels and programs in this section. If you offer company stock, also include it in this section. Worker’s Compensation Also a law, if your employees get injured on the job, they should get paid. Put that in this section as another legal reference. Disability If your company offers disability coverage, let your employees know. Tip: You can always refer back to this Lesson by going to your My Assignments tab or searching for it in your Learning Library.
  • 22. Legal This is arguably the most important section of your handbook. It includes sections that define your handbook for what it is and ensures the rest of it is valid. Not a contract You need to state that the handbook is not a contract. It does not guarantee employment for any amount of time and
  • 23. employment can be terminated at any time by either party within legal requirements. Handbook trumps previous documents The handbook should supersede all previous documents. It will likely need to be updated. Your policies back in 1957 are going to be obsolete when it comes to company laptops. Policies are subject to change If you plan on updating policies, which you should, you need to disclose that the policies are subject to change. It may seem shady to your employees, but they can’t reasonably expect policies to last forever. At-Will Employment State that employment at your company is at-will and not guaranteed for any amount of time. Equal Opportunity Employment Be sure to include an equal opportunity section to state that your business is an equal opportunity employer.
  • 24. Non-Harassment / Non-Discrimination If your company doesn’t discriminate in the hiring, promoting, and firing processes, which is illegal if it does, include a non- harassment and non-discrimination clause. Drug Free / Alcohol Free If your employees are expected to remain drug and alcohol-free during their time of employment, disclose it. State there will be a drug test before the hiring process and if there will be drug tests later in employment. Open Door Policy If you wish to encourage transparency in the office, put an open door policy in your handbook. This will allow your employees to come to you whenever there may be a business-related ethics issue. Company Property State how company property should be handled or taken care and maintained. If receipts are supposed to be sent to accounting, disclose that information here.
  • 25. Privacy Your company may reserve the right to investigate all company property at any time. So, more like a no-privacy clause. Personnel Files Your employees are concerned what is going to happen to their personal personnel files when they leave the company. Disclose that information of how you store and dispose of files in this section. Employment Classification State which sections and benefits apply to which employees. In which they are exempt, non-exempt, part-time, full-time, or temporary. Employee acknowledgement page The employee acknowledgement page should be a tear-away page they can sign stating they read or had the opportunity to read the entire document.
  • 26. Conclusion Thanks for taking this Lesson on employee handbooks. We hope you are able to use these guidelines to create or refresh your employee handbook. Before you go, please answer these questions. Required Which of the following should be included in the company overview section? Choose all that apply: Welcome Values Mission Pay Required
  • 27. In which section should you disclose how you want your employee to communicate their absences? Employee Health and Safety Breaks Attendance Policies Code of Personal Conduct Required Do you have any comments or questions? Remember: To complete this Lesson and submit your responses, don't forget to select Finish on the right.