A well-written and well-thought-out employee handbook serves several purposes. It should be reflective of a workplace culture that is beneficial for both the company and its employees.
First, it communicates expectations for workplace behavior. An employee handbook should include a Code of Conduct outlining how you want employees to interact with co-workers, customers and others who are involved in your business. Policies on attendance, dress code, safety, computer and equipment usage, and other activities related to business operations should also be put in writing.
Second, it provides consistent policies for how employees will be treated including payroll matters, paid time off (holidays, vacation, sick leave, bereavement leave, etc.), eligibility for benefits (if any), performance management, disciplinary actions, complaint procedures, etc.
Third, it satisfies legal requirements for employers. An employee handbook should include an “at-will” statement, policies prohibiting harassment and discrimination, payment of overtime, the employer’s right to require drug/alcohol testing, workers compensation for work-related injuries and illnesses, etc.
It is important to remember that an employee handbook also creates accountability for both the company and its employees. The company puts in writing how it will treat employees and handle work-related issues. Employees agree, as a condition of employment, to comply with the policies in the employee handbook.
An HR professional can help you with all of your human resource needs.
From hiring the right employees, running background checks, creating employee handbooks that include anti-harassment policies and procedures, and so much more, Next Level Solutions can work with you to provide the services that you need to run your business.
For more information about our accounting and human resource services, contact Next Level Solutions at firstname.lastname@example.org or (225) 330-8347.