The Art of the Employee Handbook
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Discover the art involved in creating policies, using the handbook for different purposes, distributing and communicating the information in handbooks, and what your handbook says about your company.
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The Art of the Employee Handbook
- 1. The Art of the Employee Handbook Rebecca Barnes-Hogg, SPHR MBACC August 20, 2013
- 3. What’s in Your Handbook?
- 6. Employment At-will • First page • “Conspicuous” disclaimer employment relationship at-will • underlined • all capital letters • employee’s signature below
- 7. Introduction •Sets Tone •Employment At Will Disclaimer •Welcome from CEO/Owner Workplace Policies • • • • • EEO Discrimination Immigration Substance Abuse Harassment/Complaint Company Policies • • • • Company Property Internet/E-Mail/Social Media Conflict of Interest/Code of Conduct Employment Classification And Overtime
- 8. Health/Safety Policies • OSHA • Accident reporting • Smoking Benefits/Leave Policies • • • • • Paid Time Off Insurance Jury Duty Military FMLA ≥ 50 Performance Expectations • Reviews • Discipline • Termination
- 9. Thank You! Rebecca Barnes-Hogg, SPHR (703) 863-3630 rbarneshogg@yoloinsights.com
Editor's Notes
- Good Morning! Thank you for the gift of your time.conversation today will challenge our thinkingleave here with several ideas to take back to your office to make your employee handbooks something usefulNOT that document that sits on the shelf until something bad happens.
- The purpose - orient new employees to the company. Clear communication of expectations – know what’s expected of themInformation about benefitsdeclaration of the employer’s rights and expectations.Day to day proceduresResource -- FAQ Clear/concise answer questions before ee’s ask
- Set toneIdentify cultureWho you are as a company
- Too many and it is a burden to use
- NLRB contends that typical at-will disclaimers may lead employees to conclude that they cannot alter their employment relationship, even through collective bargaining. Nothing in this policy is designed to interfere with, restrain, or prevent employee communications regarding wages, hours, or other terms/conditions of employment.
- Thank you for your time. Please help me by filling out the evaluation form so that I can improve future presentations. Don’t forget to leave me your card if you are interested in a copy of the social media policy or if you would like to bring a program like this to your group or company or you simply want to start a conversation.