Description
Your templated Employee Handbook U.S. federal compliant
This Employee Handbook and Policy Manual is structured with general policies, procedures and best practices for all businesses.
It is geared towards US federal compliance, however depending on state or local regulations some topics may have to be vetted to ensure state or local compliance.
The handbook basically includes the “kitchen sink” meaning the business who purchases this may want to remove or add specifics to their business and break out some topics into individual policies (e.g. Harassment). It communicates to your employees the rules, and provides a roadmap for managers and supervisors on how to handle policy violations, performance concerns, and other employee management challenges.
This roadmap will save you time and money; allowing you to comfortably delegate to your supervisors increasing accountability. This handbook needs to be utilized as a tool to coach and develop staff based on company rules.
Recommend you key in on the following:
- Welcome script from your President/CEO
- Americans from Disability Act
- Pregnancy Accommodation Request-Is your business compliant?
- Harassment and Complaint Procedure-Ensure this is understood and the employees know how and who to contact without fear of retaliation. Some states require scheduled training like California and New York for example.
- Employee Code of Conduct-Setting expectations
- Employee Conduct-Sets the expectations for employee’s behavior and method to file complaints ensuring fair and consistent employment practices
- Drug and Alcohol Policy-Define what your business policy is based on state and local regulations
- Hours and Compensation-expectations set:
1. Flexible Work Schedule-Does this fit your business, today’s employees are looking for flexibility so keep this in mind.
2. Pay Practices-Not every business has the same pay weeks and processes so this may need to be reviewed and adjusted to your business.
● Employee Benefits-Review this area and revise what your business provides.
This handbook provides value to its employees by setting the standards and expectations on their first day of employment. Leadership, in the spirit of fair and consistent employment practices, has an obligation to their employees and organization to follow The Employee Handbook and Policy Manual.
About the consultant
Ted is an accomplished executive leader and strategist with broad talent and experience in all aspects of human resources and operational compliance.
This includes leadership functions and fashioning productive environments through exceptional operations. He is a motivational team builder with outstanding interpersonal skills building HR/payroll departments creating the framework and structure of start-up departments including reconfiguration of formal and non-formal structures writing and implementing employee handbooks, operational manuals, policies and procedures, instituting SOP ‘s, best practices, developing and establishing strong internal communications.
Ted has over 20 years of Human Resources and operational expertise in various businesses including but not limited to retail big box home centers, craft businesses, security services, hospitality, nonprofits, and close out retail. Ted also has several years of experience leading an HR/payroll department for a Fortune 500 major communications and entertainment company and has received accolades for restructuring his department, writing policies and improving workflow processes.
In May of 2015 Ted decided to start his own consulting company which led him to diversify in various businesses. He maintains his SHRM-SCP, Society of Human Resource Management Senior Certification in conjunction with years of general multi-state regional management and HR experience.
His operational and human resources proficiency is broadened with mergers and acquisitions and liquidation of retail business establishments.
As a consultant he will work diligently to aid your business to best be compliant with local, state and federal laws providing fair and consistent employment practices.
Why is this Important
It is important to know not just large companies are the only businesses that need an employee handbook, small companies are just as important and need one too.
Even before you hire your first employee, you should establish your company’s policies and procedures in writing to help protect yourself, your business and your employee.
Small businesses are just as vulnerable to potential liability, don’t take anything for granted.
Key points of why an Employee Handbook is important:
- Introduces employees to your culture, mission and values
- Communicates to employees what is expected of them
- Educates employees about what they can expect from management and leadership
- Helps ensure key company policies are clearly and consistently communicated
- Showcases the benefits you offer
- Ensures compliance with federal and state laws
- Helps defend against employee claims
- A place where employees can turn for assistance providing key contacts
- States your legal obligations and defining employee rights
The value of an employee handbook gives employees a detailed overview of policies that are specific to your organization along with other key procedures, guidelines and benefits. In summary, it sets clear expectations for your employees while also stating your legal obligations and defining employee rights.
The employee handbook can help protect your business against employee lawsuits and claims, such as wrongful termination, harassment and discrimination.
The handbook is also a crucial introduction to your business for new hires, providing insight, understanding your expectations, mission, vision and values.
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