GCSAA - Jobs

Developing an Employee Handbook

Purpose of the Employee handbook

An employee handbook clearly communicates the behaviors expected by the employer of its employees.

Employment policies and procedures
Orientation information for new employees
Legal obligations of employer and employee
Responsibilities of employer and employee to each other

Don't try to cover every specific situation. Instead, use the handbook to convey general workplace conduct standards and expectations. Clear work standards will assist both managers and their subordinates.

Below are some fairly universal considerations about putting together an employee handbook:

Keep it simple
- Clearly written, well organized
Keep it current
- Update policies every time regulations or business needs change
Pay attention to legalities
- Monitor newspapers, professional magazines, etc. remain current on employment law issues
Distinguish between companywide policies and job specifics
- Typically, the handbook should contain companywide items and not get into job specific procedures
Control the distribution of the handbook
- Have employees sign an acknowledgement of receiving and understanding the handbook.

DOs

DONTs

Do note that the handbook is a general source of information and is not "all inclusive"
Do include general policies that apply to all categories of employees
Do include a disclaimer that this version supersedes any previous handbook or unwritten policies
Do note that the handbook may be changed by the employer at any time
Do provide a copy to all employees
Do have legal review, and also seek guidance regarding any employment laws specific to your state that should be included in your handbook
Do get a signed acknowledgement of receipt from each employee

Don’t make any promises that cannot be kept
Don’t create a contract, expressed or implied
Don’t guarantee employment for any definite period of time
Don’t publish procedures you don’t follow or can’t enforce
Don’t include statements that someone may construe as discriminatory
Don’t make promises of severance pay upon termination

Employers should ALWAYS have a handbook reviewed by an employment law attorney to ensure workplace issues are addressed in a lawful, professional and effective manner. Updates should also be reviewed by an attorney.

An employee handbook may include (but is not limited to) the categories below:

Category	Sample Items
Introductory Information	Welcoming Statement EEO Statement ADA Statement Mission, Vision, Values Ethics Statement
Employment Information	Employee categories Transfers & Promotions Outside employment policy
Compensation	Payment of salary Overtime pay Employee Referral program
Time Off	Vacation, Sick, Personal Time Holidays Bereavement Leave Jury Duty Military Leave Time off to Vote
Employee Benefits	Health, Dental, Vision Insurance Life Insurance Disability Insurance Retirement Plans Workers' Compensation
Other Information	Attendance Drug & Alcohol Abuse Dress Attire Policy Violence in the workplace Harassment Policy Electronic Communication Policy Performance Management Legal disclaimer
Leaving the Company	Resignations Dismissals

To find out more on how to develop an Employee Handbook visit:
U.S. Department of Labor

For information on sample Employment Contract visit:
GCSAA sample contract