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employe manualThat’s why we’re breaking down the process for you and offering you six employee handbook examples. An employee handbook can be incredibly useful in building a positive workplace culture and employee loyalty, but it’s not an easy feat to write one. Whether you’re attempting to address an office culture issue or interested in building one as a foundational element, crafting an employee handbook requires preparation and thoughtfulness. And before starting your own from scratch, it’s useful to get tips from other businesses by looking at employee handbook examples. They are designed to cover everything a new hire needs to know to get started at their job. You might even get them started before their first day, and include a copy in a new hire welcome email. They can also be longer-form documents that are used as references throughout an employee’s time at a company. Passing out employee handbooks can not only make a new hire feel more equipped to handle his or her day-to-day work, but it can increase that new hire’s efficiency right off the bat. A step-by-step guide. Most employee handbooks include information on: The exact point is different for each company, but if you think your small business is reaching a size where conflicts might start to crop up, it’s probably a good idea to whip up a handbook. Learning about a company’s stories, missions, and core values can increase employee engagement and loyalty. It’s also a useful resource for employees to check dress codes, PTO policies, parking recommendations, etc.So, it’s beneficial to write one as soon as you have a mission statement, core values, and other details about your company you’d like to share. This is where examples come in. It’s a lot easier to think about what your company’s handbook will look like if you can work from some sample employee handbooks. Here are six great employee handbook examples worth reviewing: Start with one simple rule and you can always fill in the rest later.http://iucecb.com/files/dewalt-dw249-manual.xml
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It went viral a while back because of how well it’s executed—touching on everything from company philosophy to walking new hires through their first day of work. By sharing it on SlideShare, they practice the transparency they preach in the process. It delineates the company’s culture and values, and makes them actionable. Talk about walking the walk. This online handbook is a one-page scrolling site that delivers clever, creative, and communicative information to new hires and employees alike. Start with the foundation and values of your company and download our employee handbook guide and use our customizable templates to design your own today! Her first job was at a buffet in Mandan, North Dakota which was just as lowbrow as it sounds. Read more about her at www.cinnamon-janzer.com. We're doing our part to make that a little easier. Probably because you don't use ZenefitsGet expert guidance, checklists, and CEO advice for this hard topic. Millennials in the Workplace Small businesses power the economy. Workest is here to empower small business with news, information, trends, and community. Please help improve this article by adding citations to reliable sources. Unsourced material may be challenged and removed.A written employee handbook gives clear advice to employees and creates a culture where issues are dealt with fairly and consistently.This usually involves providing a human resources manager or other designated employee completed income tax withholding forms, providing proof of identity and eligibility for employment (in accordance with the U.S. Immigration Reform and Control Act of 1986 ), proof of a completed drug test (by a designated medical center) and other required forms. This area may also include information about daily breaks (for lunch and rest).http://www.apotekatia.ba/fajlovi/dewalt-dw125-manual.xml Usually, new employees are awarded some benefits, plus additional rewards (such as enrollment in a 401K retirement account program, additional vacation and pay raises) after having worked for a company for a certain period of time. These are spelled out in this section. If the employer is covered by the U.S. Family and Medical Leave Act of 1993 - generally 50 or more employees - a handbook usually contains information about FMLA and often includes specific policies for parental and medical leave. These sections include conduct policies for such areas as sexual harassment, alcohol and drug use, and attendance; plus, grounds for dismissal (i.e., getting fired, laid off ) and due process.This area usually includes information about releasing employee records and information, as well as who may retrieve and inspect the information. At many larger companies, a revised handbook comes out annually or at other regular intervals. It is recommended that handbooks be updated regularly as laws and regulations change.This is an attempt by employers to protect themselves from liability if a policy changes and the employee is not explicitly notified about the change. If a company chooses to publish its handbook in multiple languages, each version should be updated concurrently.As an example, many US states have specific laws that go above and beyond federal laws. Because of this, a New Mexico employee handbook should not be used in California. In the US, California is the state with the highest number of regulations that go above and beyond federal law. Companies operating there usually have special content for California employees. Other states that will typically require special content are New York, Massachusetts, Illinois, Connecticut, Washington DC, and Texas.By using this site, you agree to the Terms of Use and Privacy Policy. Please upgrade your browser or activate Google Chrome Frame to improve your experience.http://schlammatlas.de/en/node/22392 Learn about i-Sight software today So if you’re stuck in a rut, gain inspiration from these 12 amazing employee handbook examples. Posted by Katie Yahnke on May 1st, 2018 The employee handbook (and the newer, cooler “culture code”) is a great tool for employees, new and existing, to learn the company’s mission, values and norms. The handbook lays out expectations about everything from the dress code to employee benefits to conduct policy. As a result, every employee handbook is unique to the company it represents. Still, many companies struggle with developing an effective employee handbook. But, with a growing importance placed on company culture, an ineffective handbook can be detrimental to the overall work environment. What Makes a Great Employee Handbook. A great employee handbook starts with a great outline. If you don’t have that yet, download our template. Writing a great employee handbook requires a thorough understanding of the company and its culture. But no matter the organization, all amazing employee handbooks share a few similar qualities. Informative, containing everything from a step-by-step guide to surviving your first day, to common policies and procedures that apply to staff for years to come. In fact, we made a list of 53 Things to Include in Your Employee Handbook. Easy (and enjoyable) to read. Swap out the jargon and run-on sentences with clearer, simpler wording. Designed to accurately represent the company. You don’t always need random pop-culture references or comics on every page. Keep it fun and light if that’s what appeals to your audience. Below are 12 amazing employee handbook or culture code examples to inspire you. (A star denotes a particularly great feature) Don’t gamble with your company’s investigation processes.Request your demo of i-Sight to find out how users are saving time, closing more cases, reducing risk, and improving compliance.http://charlottemarquardt.com/images/9v4a-l-manual.pdf Valve’s Employee Handbook was leaked in 2012, and since then it’s received praise from blogs, online magazines and social media personas. So, what is it about Valve’s handbook that entices people to actively seek it out. Why did this 56-page document go viral. Well, for one, there are plenty of hilarious illustrations throughout the book to keep readers amused, a stark contrast from what is often only page after page of legalese. Also, the handbook truly embodies their “Flatland” structure for which Valve is so famous: it’s easygoing, humorous and truly an enjoyable read. ? Fun to read Netflix’s company culture differs from Valve’s and, for this reason, their document trades colors for shades and playful humor for blunt statements. The text is direct and straightforward with tons of examples so that the reader knows exactly what being a Netflix employee is all about. ? Very informative Trello’s Employee Manual not only welcomes employees to the company in a creative way but also familiarizes new staff with the product they provide at the same time. Each list on the Trello board represents what would be a different section in the handbook, such as benefits, vacation, travel and miscellaneous items. Then, under each list, are all the policies and procedures relating to that topic. The board is mostly public except for a few links that redirect the employee to a private board containing the specifics on sick leave policy, vacation policy and sexual harassment policy. Several cards include funny photos of staff and animals, and they stick to light, easy reading by using mostly short bullet points. ? Creative approach Their goal was to create a document people would not only read, but enjoy reading. The comic book theme carries through from the superhero on the cover to the ads on each page that explain the different company departments. Then, to spice up the policies and procedures section, they turned it into a short story about a grandmother who explains the policy to her grandson. Zappos is famous for taking cultural fit so seriously that they actually bribe new employees to leave (by not taking the money and staying, the employee is really committing). This prioritization of cultural fit is evident throughout the employee handbook with photos of staff, quotes and real testimonials. ? Creative theme The company managed to create a document that’s easy-to-read and attractive to the eye without skipping over any of the important details. Their modern looking table of contents on the left side shows you exactly what you’re in for, and it’s perfect. A quick introduction to the company, a timeline of the first day, what to expect in terms of paperwork and HR programs, plus information about company policy. Yes, that looks like what all the other handbooks include but that’s just an overview.By separating the employee handbook into two parts, the company is able to check all the formal legal boxes in the first section and communicate Disqus’ culture and values in a fun way in the second section. Disqus’ Culture Book is available online as a 25-page PDF. The document covers lighter topics using things like images, memes, colors and graphs. For example, the Disqus at a Glance page uses a map to show office locations as well as an easy-to-read graph to illustrate employee growth over time. In addition to the fun layout, the text is written in a light and conversational way making it relatable and much easier to read. ? Very detailed Hubspot’s 128-slide document is filled with images and colors that keep the reader engaged. The beautiful design also helps to explain necessary “boring” topics (such as intellectual property policies and open-door policies) in such a way that you don’t even realize you’re reading the policy. Plus, another theme that we’ve seen in the above examples is this conversational approach to writing. The goofy and playful culture of the company and staff shines when they say that not only do they commit to their mission and metrics, but they commit maniacally. The slideshow has accumulated hundreds of comments (and thousands of likes) praising it as insightful, inspiring and relatable. ? Unique approach The CEO and other senior leaders realized that EF is a playful place to work, and so they wanted the document to highlight the company values, expectations and goals for the future in a lively and light-hearted way. The document itself isn’t available online but the few pages available online showcase the colorful document, complete with short, conversational text and charming illustrations on the side. ? Creative theme Created on airmason.com, the handbook is a modern-looking website using tons of color and tons of space, making the wordy document much easier to read. The book formally starts off with a message from the CEO who explains that “this employee handbook contains the key policies, goals, benefits, and expectations of Sterling, and other information you will need”. The document also communicates how modern and fresh Sterling is by using iMessage chats to answer FAQs. ? Creative layout Zaarly’s document is thorough and comprehensive like an old school employee handbook but also beautiful and humorous like a new school culture code. The document portrays the fun company culture with jokes, puns and lighthearted text. Zaarly’s handbook is detailed and informative and includes all necessary sections (introduction, preface, office rules, organizational structure, values and departments). And, they manage to do this without sacrificing humor. ? Creative layout Motley Fool opted to keep the writing concise, using mostly short sentences and bullet points but with links for further reading sprinkled throughout the slides. The handbook touches on most of the important sections: company purpose and values, policies, the business model, employee benefits and culture. The handbook finishes by checking one of the most important legal boxes: a quick note stating that the rules are not a part of an employment contract and are subject to change without notice. ? Fun to read They’ve checked all the boxes from bereavement leave to minimum working age to 401(k) plans. What’s especially great about Dollar General’s company handbook is that it’s available online and there’s a really handy search feature on the top. Employees who are looking for something specific can find it instantly. The most important part of a good employee handbook is that it accurately represents the company to which it belongs. Sometimes, this means fewer jokes, fewer puns and fewer memes. Dollar General’s handbook is comprehensive and a pristine example of a safe, secure and well-done employee handbook. ? Comprehensive Learn how to conduct effective Human Resources investigations with case management software in our free eBook. Katie Yahnke Marketing Writer Katie is a former marketing writer at i-Sight. She writes on topics that range from fraud, corporate security and workplace investigations to corporate culture, ethics and compliance. Related Resources The Importance of Supply Chain Ethics and Compliance Article How to Write an Internal Privacy Policy for Your Company Article Ethical and Legal Workplace Monitoring Article Surveillance vs Spying in the Workplace Article Cracking the Code on Password Protection Article Top 20 Tips for Preventing Data Theft Article How Metadata Can Be a Fraudster’s Worst Nightmare Article Case Management Selection at Allstate: Part 3 Article The Importance of Supply Chain Ethics and Compliance Article How to Write an Internal Privacy Policy for Your Company Article Ethical and Legal Workplace Monitoring Article Surveillance vs Spying in the Workplace Article Cracking the Code on Password Protection Article Top 20 Tips for Preventing Data Theft Article How Metadata Can Be a Fraudster’s Worst Nightmare Article Case Management Selection at Allstate: Part 3 Article Ottawa, Ontario Privacy Policy Sign up for i-Sight’s newsletter and get new articles, templates, CE eligible webinars and more delivered to your inbox every week. Add a few personal touches and you’re good to go. Get clear, concise, up-to-date advice with our practical, step-by-step guides. Get clear explanations of the most common HR terms. What’s in, what’s out, and what’s around the corner—they’ve got the HR world covered. Learn more about the features available and how they make each recruiting task easier. Ask questions, find answers, get tips, and dig deeper into our product. Employers give this to employees to clarify their rights and responsibilities while they’re employed with the company. Download the full Employee Handbook template in.doc and pdf format by clicking on the links at the bottom of this page. Also, feel free to modify this template’s language to match your company’s culture. The full template includes these sections plus an introduction so you can welcome new employees to your company. Neither the author nor Workable will assume any legal liability that may arise from the use of these templates. Please ask your attorney to review your finalized policy documents or Handbook. It’ll give your employees an idea of what the terms of their contract and job classification are. They can use this section as a resource to fall back on whenever they have basic questions. You could also explain your recruitment process to prepare future hiring managers in your company. Define full-time and part-time employees, and also interns, apprentices and other workers you employ. This is a necessary statement, not only for legal purposes, but also to promote a culture of meritocracy and respect in your workplace. Here, outline the usual steps in your hiring process. Also, if you often conduct pre-employment checks, define the stage hiring managers can order these checks and even how to handle them. Likewise, if you have a permanent referral program or if you issue referral rewards often, this is a good place to outline the procedure and related guidelines. It’s about the conditions your employees work in. Include policies such as anti-harassment and health and safety in your employee handbook to build a lawful and pleasant workplace where your employees can thrive. Here are the policies included with tips on how to customize them to your own workplace: Our template lays out basic rules about protection of information, but you need to modify it to account for any specific laws that apply to your company. Mention these laws and how you ensure you adhere to them, as well as what you expect employees to do. Respect to and from coworkers is an important part of a harmonious worklife. In this section, you can firmly state your commitment to eliminating harassment and violence in the workplace. You’ll also define what counts as harassment, as well as outline possible repercussions. This section will present guidelines employees must follow to ensure a healthy and safe workplace. You can add actions your company has taken to comply with occupational health and safety laws, as well as protect employees in hazardous jobs or from emergencies. Our template specifically includes sections about preventative action, emergency management, smoking and a drug-free workplace. You could also add a mental health policy if your company has relevant provisions. You’ll outline how you expect employees to treat others, whether they’re colleagues, partners, customers or external stakeholders.Employees should know what they can or can’t wear.Address internet usage, company cell phones, corporate email and social media use (both corporate and personal). Lay out guidelines without being overly restrictive toward employees; most people expect to have a certain freedom in these matters as long as they follow security and data protection guidelines. Here you can describe what constitutes conflict of interest, what employees can do when faced with one, and what the consequences are for wittingly breaking relevant laws or company rules. While many companies are flexible when it comes to employees becoming friends or dating, some rules are necessary to avoid gossip or unprofessional scenes. This section is important to avoid accusations of nepotism and favoritism. Give specific guidelines about working relationships allowed between relatives in your company. This is a matter of safety as well as protecting data and company property. Outline the process of bringing visitors on company premises to make sure employees are always alert and responsible. In this section, you can refer to attempts by outsiders or employees to solicit or distribute flyers, products or services and how employees can handle these cases. Through these policies, you show you value employees and motivate them to keep working with you. This part is mainly important for the U.S. which has laws on exempt and non-exempt employees. You can explain the legal framework and clarify overtime rules. You can also mention on which days employees receive their salary or wages. This section helps employees understand how their performance will be evaluated, and also prepares managers for managerial duties. You can mention the objectives of performance reviews and how you expect managers to lead their team. This is your chance to highlight a big part of your retention strategy — making sure employees improve personally and professionally. You can mention training opportunities and education budgets, if any. It’s likely: often, employees aren’t aware of the full extent of benefits and perks your company offers. This section helps you keep employees well-informed in this matter. Also, insert explanations of relevant laws like the FMLA and COBRA. Outline the process employees should follow if injured at work and which benefits you’ll offer. Modify our template based on applicable laws in your area. State how employees can ask for remote working and what rules they should follow (for example, cyber security at home). Also, outline rules for permanently remote workers. If you have a limited number of parking spaces to give out, outline the criteria you use to allocate these spaces. If you give equipment to employees (like phones, laptops etc.), inform them how they should take care of it. Also, mention what happens when that equipment is stolen or damaged. When joining your company, they want to learn how they can divide their time between work and leisure or out-of-work responsibilities. Mention your companywide working hours and any exceptions. Then, state the number of paid days off you provide employees and explain the process to request PTO. You could include both the definitions of short-term and long-term illness. Describe the law regarding leave for these civic duties and what documents employees might need to bring. You could also include benefits regarding parental allowances, like a few hours off to attend school meetings. Especially if there’s a disciplinary process involved. Here’s an outline of the contents: Go over the steps of your progressive discipline process and how you expect managers to handle it. This is also a good opportunity to address issues like tuition or relocation reimbursement and to expressly prohibit forced resignation. Mention the conditions of providing severance pay and how you’ll compensate remaining vacation and sick leave. For example, if an employee was terminated for cause, you have the right to refuse to provide them with references. Here’s our template to do that. Reiterate how happy you are that an employee is now working with you and welcome them on your team. Look at employee handbook examples for inspiration, but make sure you write in your own company’s tone and voice. Workable is all-in-one recruiting software. Source and evaluate candidates, track applicants and collaborate with your hiring teams. Get started Or talk to us about your hiring plans and discover how Workable can help you find and hire great people. Join our growing community of business leaders and get new posts sent directly to your inbox. Think again. Your employee handbook should provide guidance to reinforce your policies. Outline the policies that affect your employees. It’s a roadmap of how they should act, and it speaks to your company culture. Set expectations and establish the consequences for not meeting those expectations. Or, if male employees are expected to wear suits and ties, but a rogue employee insists on foregoing the tie, how willing are you to relax some rules? Whatever you decide, you’ll set you and your staff up for success by including this information in your employee handbook. Do you really know how those devices are being used. How often are your employees using company equipment to surf the net, make personal phone calls, store photos, text friends or post on social media ? Employees should have a clear understanding that when they use company equipment, they’re acting as a representative of your company. Tell them, for example, that sending bullying texts to someone on company equipment can get them fired. You want employees to know that your organization will not tolerate discrimination or harassment in any way, shape or form. These include but are not limited to: Even good managers can slip and unintentionally discriminate among employees. Are employees complaining about the perfect, five-star rating one employee received on his review when no one else did. Maybe they believe it’s because he and his supervisor are lunch buddies. Regardless, this is a huge area for potential liability, and a strong handbook can be a good defense if charges are filed against your company. Make yours aware of your policies and provide supervisory and leadership training on nondiscrimination. You can use your employee handbook to remind them about employee benefits, including general information and vacation time. There are no absolutes in business, and a change in circumstances, benefits or policies will mean you need to update your employee handbook. You don’t want to outline the specifics of yearly merit increases and then find you can’t provide them because of business demands. Be careful about the details you include. Do you provide relocation assistance for employees who transfer to another office within the company. If employees are terminated by you, are they paid for vacation time (if not required by state law)? Is your employee handbook available online. Can the online version of the handbook be printed? A good handbook will: Likewise, if you have employees who travel for business, address the issues surrounding that, e.g., per diems, expense reimbursement, etc. Be sure you include key state and federal policies, and realize that new laws and regulations mean revisions to your handbook to remain compliant. Try to keep your handbook to a maximum of 30 to 40 pages, if possible. If it’s too long, it may not get the attention it deserves. Thank you for your feedback. Glad you found this article helpful! Some are essential to make our site work; others help us improve the user experience. By using the site, you consent to the placement of these cookies. Read our privacy policy to learn more. It contains everything about everything that anybody might need to know about working within your organization. It’s basically your company’s “Hitchhiker’s Guide to the Galaxy”. I’ll explain what you should include in your handbook, along with some employee handbook best practices and design tips. I’ve also included premade employee handbook templates and lots of employee handbook examples. Sometimes known as an “employee manual”, “staff handbook”, “company policy manual” or even a “culture code”, employee handbooks are given to new hires after their acceptance of an offer letter. An employee handbook tells your employees what to expect, and should be written in easy to understand language. A policy manual, on the other hand, is a document that tells your employees how to do things, and may include more technical information. You should save the practical information such as how to request for your remote month, and what the working remotely expectations are, in the policy manual. Think of your policy manual as your terms and conditions document. New and small businesses in particular often neglect to produce an employee handbook. But as your company grows, it’s helpful to create a central space for all of your processes and policies to live early on. An employee handbook sets clear expectations for all employees to ensure everyone within the organization can remain on the same page.