Crafting an Employee Handbook Ease for Small Businesses – Part II
We are continuing our discussion about how to write an employee handbook for your small business. In Part I, we discussed why employee handbooks are important and started listing the categories of information to include. In this blog post, we'll finish describing the essential components of an employee handbook.
Include a disclaimer that the employee handbook is not a binding contract and that it can change at any time, with or without, their notice.
What Should be in an Employee Handbook? Continued
Privacy & Confidential Information: Emphasize the importance of protecting sensitive company information, personal identifiable information, and intellectual property. Clearly define what constitutes confidential information, obligations of employees to safeguard it, and consequences for failing to safeguard this information. See ouzar previous blog post on data privacy for more information.
Technology and Communication Policies: Address the proper use of company technology such as email, communication tools such as videoconferencing software and instant messaging applications, and mobile devices. Address privacy expectations and the company's right to monitor electronic communications that are company property.
Wage & Hour: Outline standard working hours for part-time and full-time, remote work expectations, overtime eligibility, and how time records should be maintained. Outline definitions for employment classifications such as exempt and non-exempt.
Code of Conduct and Professionalism: Establish expectations for professional behavior, ethical conduct, and interpersonal relationships within the workplace, with customers and vendors. Address expectations regarding attendance, outside employment, dress code, communication etiquette, and workplace courtesy.
Leave & Time Off: Include a section outlining employee benefits to include paid time off, holiday pay, paternal or material paid or unpaid leave, bereavement leave, jury duty leave, military leave, time off for voting and any other perks. Be sure to include the procedures for requesting time off and obtaining pre-approval.
Performance & Compensation: Outline performance expectations, the review process, and criteria for promotions or advancement. Explain the company's pay-for-performance philosophy and the process of salary reviews and adjustments. See our previous blog post about establishing a performance evaluation process.
Disclaimer: Include a disclaimer that the employee handbook is not a binding contract and that it can change at any time, with or without, their notice.
Suggested reading
Conclusion
Crafting an employee handbook for your small business doesn't have to be a daunting task. By incorporating the components outlined, you can create a comprehensive guide that sets the foundation for a positive work environment. You don’t have to go it alone - contact CPR to help you craft your company’s personalized employee handbook!
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