Scribd
Upload
44 views2 pages

A Good Employee Handbook

An employee handbook outlines a company's personnel policies, benefits, and procedures to help the business run smoothly and communicate expectations between employers and employees. It cannot deprive employees of their statutory or constitutional rights. Any changes to the handbook must be clearly communicated in writing. It is important for all businesses, even small ones, to have an updated employee handbook that clearly defines acceptable and unacceptable behavior, disciplinary procedures, and the at-will nature of employment to protect the organization.

Uploaded by

api-307059792
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
44 views2 pages

A Good Employee Handbook

An employee handbook outlines a company's personnel policies, benefits, and procedures to help the business run smoothly and communicate expectations between employers and employees. It cannot deprive employees of their statutory or constitutional rights. Any changes to the handbook must be clearly communicated in writing. It is important for all businesses, even small ones, to have an updated employee handbook that clearly defines acceptable and unacceptable behavior, disciplinary procedures, and the at-will nature of employment to protect the organization.

Uploaded by

api-307059792
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 2

Employers must adopt and introduce policies, which are reasonable and fair in order to

have a good employee handbook. Employers cannot deprive their employees form their
statutory rights. In case of conflicts between a companys employee handbook and
statutory rights, the statute will prevail over the employee handbook.
Most employees know that one of the first things you are given when you are hired by a
company is an employee handbook. The handbook is given to you because it outlines
the companys personnel policies. A prudent company either large or small will have
a
good employee handbook
. Businesses that we would consider to be smaller in size
should still have an company handbook. While I used to recommend a company
handbook with ten or more employees these days if you have even one employee you
should have an employee handbook. we say this because of the new
California Paid Sick
Leave Law
that went into effect July1st 2015.
Additionally, the employee handbook discloses the different benefits that the company
offers to its employees, along with various policies and procedures that are needed to
help the company run smoothly. An employee handbook is often called a company
manual. And, it is the best communication tool between the employer and employee.
The company may at its discretion amend, delete, suspend any company benefit, but it
cannot deprive the employee from their constitutional rights.
Any amendment to the employee handbook must be preceded by company notification
preferably in writing. A good example that would serve to illustrate the purpose and
reason of an employee handbook would be a prenuptial agreement; a good employee
handbooks; helps you to set and establish expectations for your employees, and also
outlines what your employees can expect from the company. Make sure your employee
handbook is clearly detailed. Clarity is the best policy to us when writing your companys
employee handbook. Valid reasons for terminations should be clearly spelled out in your

employee handbook. Use your handbook as a benchmark for behavior and be sure to
spell out clearly what behavior your company considers to be gross misconduct as well
as policies that will establish the actions consider being police offenses.
To be sure that you have included all polices that you want in your handbook; it is wise
to use a pre-drafted template which can be customized. Be careful that you do not use
language that will destroy your at-will status by implying an employment contract that
promises anything other than the employment term is At-Will. Another way to destroy
your At-Will status is by terminating an employee without having valid reasons for the
termination. These reasons should be clearly spelled out in your companys policy
manual.
Protect your organization. Use your handbook to set a benchmark for behavior and
specifically outline what constitutes gross misconduct and policy violation. If you have
developed a new employee handbook, it is vital to communicate and distribute the new
handbook to all your employees, not just new hires. They should also sign a receipt of
acknowledgement upon receiving the new employee handbook policies and procedures.
A handbook will serve as a compass to managers and employees alike, as long as you
have clearly stated your companys expectations from them. A good employee
handbook also helps in avoiding misunderstandings. Not only that but written policies
and procedures are always taken much more seriously than verbal policy. Your company
handbook could be presented in court as evidence so the employer should take care in
drafting company policies carefully.

You might also like