What to Include In an Employee Handbook. Employee manuals, policy and procedure manuals, employee handbooks whatever you want to call them are often considered a necessary evil by both employees and employers. They typically generate consternation from employees, especially if they are not clear, well written, and specific to the business and if they focus mostly on negativity in other words list, only what not to do. Employers, meanwhile, typically look at these manuals in terms of how to cover theirassetsin the event of any potential lawsuits. There is, however, a better way. Experts say that small and mid sized businesses can craft employee manuals that both protect them from litigation and put staff members at ease by spelling out in positive terms the companys policies. In order to have an effective policy manual, the employer should take the time to identify what is important to the business, both in keeping the employees informed and happy, as well as accomplishing the business objectives of the company. It can serve as a playbook and spell out the rules of the game for employees about what is expected of them, says Nancy Cooper, chair of the labor and employment group of Garvey Schubert Barer, a law firm based in Portland, Oregon. The value is that employees can understand what is expected of them and what they can expect from the company, adds Paul Rowson, managing director at World at Work, a global human resources association that focuses on compensation, benefits, work life, and integrated total rewards. This includes how pay decisions are arrived at, how they are rated on their performance, how the company treats things like sick leave and other benefits, how the company views work life programs and how they will be treated in a dispute. Having all those issues spelled out in a handbook can free up an employee to do their best work, he adds, without worries that an employer will treat them unfairly. Free Employee Handbook Guidelines' title='Free Employee Handbook Guidelines' />Security Eye Patrol, Inc. Employee Manual Revised 100109 Available online at www. Page 2 of 40 Security Eye Patrol, Inc. Version 100109. 
But the devil is in the details, as they say. The success of an employee handbook hinges on what you include and how you word policies. The first rule for writing a winning playbook is that it must be written in a clear, understandable manner, and reflect the culture of the business. Certain policies need to be in the handbook by law. DAL Global Services Employee HandbookStaffing Services Revised 9152014 Page 3 Printed copies of this Handbook are for reference purposes only. The following guide will outline what you must include by law, clauses that legal experts say every employee handbook should include, and then other optional. Are occupational injuries or illnesses, except minor injuries requiring only first aid, recorded as required on the OSHA 300 log Are employee medical records and. A book containing information on company policies and procedures is known as the employee handbook. It is given to the new employees who have just joined the. Completing Section 3, Reverification and Rehires Employers must complete Section 3 when Your employees employment authorization or documentation of employment. This means that you should take the time to learn about local and state requirements, as well as federal requirements, Cooper says. Other policies should be in the handbook to protect the employer. No matter the reason behind the policies, all should be enforced in a consistent manner, she adds. The following guide will outline what you must include by law, clauses that legal experts say every employee handbook should include, and then other optional provisions you may want to include in an employee handbook to make it work for you and your employees. What to Include In an Employee Handbook Handbook Provisions Required by Law Before getting down to writing an employee handbook, business leaders need to understand what they need to include by law. That may also determine how you decide to set up the employee handbook. The first step is to become familiar with federal, state, and local employment laws that you must abide by some are even required to be posted in the company employee handbook. This Employee Handbook applies to AdministratorsProfessionals and Professional Research Staff working for New York UniversityNew York andor New York University. The U. S. Department of Labor spells out information for employers about federal laws that impact workplace issues on its website at www. If your business operates in more than one state, you may have legal reasons for writing different handbooks for employees in each state. Each state has unique employment laws, Cooper says. Many of the laws on the state level say that you have to have it in the handbook. Other issues may also impact how you approach the employee handbook. For example, if you have different business units, such as a manufacturing facility and a sales and research facility, you may want to have the core handbook be the same for each group of employees but you may want to include specific policies for specific business units, such as if one business unit has a union or hourly paid employees, Cooper says. After determining how you will approach the employee handbook, you need to determine which policies you need to include by law. Some companies offer software or templates that can be a good start to step you through the process. But policies may vary from state to state. If you are unsure which policies are required by law, you should check with human resources organizations or your employment attorney. Many state labor departments also have listings on their websites for employers about laws they must abide by when doing business in the state and these can be helpful in determining what to include in an employee handbook. The policies you need to include in an employee handbook by law may include the following Family medical leave policies. The federal governments Family Medical Leave Act requires that employers of certain size must provide employees with up to 1. Many states have their own policies regarding unpaid family leave, as well. Equal employment and non discrimination policies. The U. S. Department of Labor requires many businesses to post information stating that the business follows non discrimination and equal employment opportunity laws in hiring and promotion. Workers compensation policies. Many states require that employees be informed of workers compensation policies in writing. Among other laws that might require inclusion in employee handbooks are policies regarding accommodation of disabilities, policies on military leave, policies on breast feeding accommodation, and crime victims leave policies. Dig Deeper How to Assemble an Employee Handbook. What to Include In an Employee Handbook Clauses Every Employee Handbook Should Include There are a few general disclaimers that every employee handbook should have. Not a contract. Its important to point out that the handbook is just that a handbook and does not make any promises about continued employment. Cooper recommends the following wording This handbook is not a contract, express or implied, nor does it guarantee employment for any specific length of time. Although we hope our employment relationship will be long term, either the Company or you can end the relationship at any time, with or without notice, with or without reason, to the extent allowed by law. Handbook trumps previous policy documents. The handbook should make clear that it is the ultimate word on company policies. Cooper suggests you use the following language This Employee Handbook supersedes and replaces all previous policies and procedures including, but not limited to, all memoranda or written policies which may have been issued on the subjects covered in this handbook. The policies in the handbook may be subject to change. Its important to leave a little wiggle room because times change, new issues come up, and you may need to make revisions. This is how Cooper suggests you word this provision The policies included in this handbook are guidelines only and are subject to change as the Company deems appropriate and necessary. From time to time you may receive notice of new or modified policies, procedures, benefits, or programs. Employee acknowledgement page. In order to protect your business, and verify that your employees are aware that your company abides by these laws, it is important to include an acknowledgment page that the employee signs and returns. Employee Handbook Guidelines. WORKPLACE SAFETYSafety Program. Every employee is responsible for safety in the workplace. To achieve. our goal of providing a safe work environment, employees should immediately. Human Resources and. Every effort will be made to remedy problems as quickly. An injury and illness prevention program is available to. Samsung I8510 Innov8 Pc Suite. In case of an accident at work involving personal injury, employees should. Human Resources and their manager immediately. Failure to report. If an employee. is injured on the job, he or she may be entitled to Workers Compensation. Workplace Security Policy. Employee Handbook Website is committed to providing a workplace that is free from acts. In keeping with this commitment, the employer. Security and safety in the workplace is. It is therefore essential that every.