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An effective employee handbook includes: Your company's mission, vision and an overview of its culture. Guidelines for employee conduct. Details on legal aspects of employment.

Possible ways to do this can include: Print and give each employee a hardcopy of the handbook. Print a number of handbooks and place them in communal locations in the place of work, e.g. the staff room. Email the handbook to each employee.

Thus, employee handbook should include information on: Your company's history, mission, vision and goals. Your company's core values and culture. Human resources and legal information related to employment. ... Your company's policies. Employee benefits and perks.

Therefore, your employee handbook should address the unique elements of your business, including company values and objectives. Typically though, the best employee handbooks usually include the following information: Welcome letter and introduction to the company, such as its history, mission, values, and culture.

The Handbook should ensure that company policies are clearly and consistently communicated to employees. The policies regarding Recruitment, Discrimination, Grievance, Health & Safety, Remuneration, Transfer, Performance Management, Training and Development, Travel, Leave, Disciplinary and Termination of Contract.

An employee handbook is sometimes called an employee field guide or a staff manual.

Here's what should be included in an employee handbook; our template covers every important policy of an employee manual: Employment Basics. Workplace Policies. Code of Conduct. Compensation and development. Benefits and Perks. Working Hours, PTO and Vacation. Employee Resignation and Termination.

What to include in an employee handbook. An employee handbook should include your business's policies, your expectations of your employees, and what your employees can expect from your business. It should lay out your legal obligations as an employer and your employees' rights.

The bottom line is that most company policies can be changed. With clear communication, proper consideration of any required notice period, and evaluation of how the previous policy was applied, such changes need not cause undue morale and/or liability issues.

In short, your boss is required to make reasonable accommodations that don't interfere with your religious beliefs. That means that unless it causes undue hardship in the business, your employer will most likely be prohibited from forcing you to take off religious garments, cut your hair, or shave.