Employee Handbook Replace Circle For Free

What Goes Into an Employee Handbook? Company Values and Mission Statement. ... General Employment Information. ... Anti-Discrimination and Anti-Harassment Laws. ... Standards of Conduct. ... Employee Benefits. ... Confidentiality / Non-Disclosure Agreement / Conflict of Interest. ... Disciplinary Policies. ... Disclaimer.

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.

A good cadence is to review and update your employee handbook every one to two years, maximum. Ideally, this is an annual exercise.

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

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.

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.

What to include in an employee handbook Your company's mission, vision and an overview of its culture. Guidelines for employee conduct. Details on legal aspects of employment. Summaries of perks and benefits. Descriptions of company processes.

What is an employee handbook? Mission. Vision. Values. Policies. Procedures. Working conditions. Code of conduct/behavioral expectations.

What to include in your employee handbook?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.Oct 30, 2018

1. Regularly review your handbook. Handbooks should be reviewed no less frequently than annually. Employment laws, particularly those on the state and local level, are in constant flux, requiring consistent review of policies to ensure notice requirements are being met and laws accurately reflected.