A company policy manual for your business needs a detailed, easy-to-read description of your company's rules and regulations. Running your business without one puts you at risk. Policy guidebooks contain specific items designed to communicate policy and procedure to your employees in a thorough manner. Here's what to include and how to get started.
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An employee handbook usually contains explanation of employment procedures, compensation, company benefits, the company policy on taking a leave of absence, record keeping and privacy issues, and conduct, according to the Memphis Business Journal in their article, Important Tips for Writing Your Organization's Employee Handbook.
Write down your policy and procedure steps for each subject. Your company policy handbook needs to explain how each procedure or policy works--step by step. Ask yourself what your employees need to know about each topic. For example, family leave--your handbook would explain what family leave is, who is eligible, the allowed time frame, your compensation policy for employees on family leave (if there is any compensation)--everything your employees need to know in easy-to-read detail.
Use headings and subheadings for each section. Chapter One: Hiring--(subheading 1): Our Employee Policy on Hiring--(subheading 2): Our Policy on Equal Opportunity Employment--(subheading 3:-Firing Guidelines & Procedures. Each chapter should explain one general policy; your subheadings guide your employees through that policy in depth.
Include a detachable signature page. Have your employees read your company policy handbook. Also have them sign and date the signature page. Include a signature section for an authorised employee, such as a manager, to sign off that the employee read and understood your policies and procedures. This protects you from employees denying knowledge of your rules.
Consider hiring a lawyer. Companies involved in businesses at high risk for lawsuits--hotels, casinos, grocery stores, etc., have corporate lawyers on retainer to ensure that their written policies are tightly written and legal. You might need a lawyer to read over your employee handbook or advise you if you are in a high-risk profession. Assistance from a lawyer can also reduce your risk of ambiguous language in your employee handbook that might leave you open for a disgruntled employee lawsuit.
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