{"id":3048,"date":"2023-08-28T17:06:10","date_gmt":"2023-08-28T21:06:10","guid":{"rendered":"https:\/\/blissbook.com\/blog\/?p=3048"},"modified":"2023-08-28T17:06:10","modified_gmt":"2023-08-28T21:06:10","slug":"what-policies-should-be-included-in-an-employee-handbook","status":"publish","type":"post","link":"https:\/\/blissbook.com\/blog\/what-policies-should-be-included-in-an-employee-handbook\/","title":{"rendered":"What Policies Should Be Included in an Employee Handbook"},"content":{"rendered":"\n

Your employee handbook serves as a guide for both new and existing employees, helping them navigate the company with ease. Creating an employee handbook<\/a> may seem overwhelming at first, but we promise it\u2019s worth the investment. <\/p>\n\n\n\n

To make your life easier, we\u2019ve outlined the policies you should include in your employee handbook.<\/p>\n\n\n\n\n\n\n\n

Understanding the Employee Handbook<\/h2>\n\n\n\n

Your employee handbook should tell employees everything they need to know about working at the company. It\u2019s different from a policy manual<\/a>, which is geared toward the people who enforce policies within your organization.<\/p>\n\n\n\n

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Employee handbooks include<\/a> everything from the company\u2019s mission and values to necessary information about leaves and compensation. Handbooks also help organizations ensure compliance with state and federal laws. <\/p>\n\n\n\n

Since your handbook covers a lot of content, the creation process can be time-consuming, but it\u2019s worth the effort. Without a handbook, your organization may be inefficient, have dissatisfied employees, and be vulnerable to employee claims. If you need a cheat code to speed along the progress, let us know. We can provide multi-state model policies for your team to review, and can then import and design your handbook to get you ready to launch. <\/p>\n\n\n\n

By creating a strong employee handbook<\/strong><\/a>, you promote fairness and reduce conflict \u2014 and you also mitigate legal risk. <\/p>\n\n\n\n

Let\u2019s take a look at the fundamental policies to include in every employee handbook. If you\u2019re creating your first handbook, you\u2019ll probably want to check out our How to Write Policies & Procedures<\/strong><\/a> guide.<\/p>\n\n\n\n

Policies about Creating a Welcoming, Safe Workplace<\/h2>\n\n\n\n

In this part of the handbook, you should focus on how you make your workplace welcoming for all types of people. At a minimum, you\u2019ll want to include the following policies.<\/p>\n\n\n\n

At-Will Employment Policy<\/h3>\n\n\n\n

Though not the most exciting part of your employee handbook, your at-will employment policy should be front and center. If you\u2019re an at-will employer, employees need to know that either party \u2014 them or you \u2014 is free to terminate the employment relationship at any time, assuming the reason isn\u2019t illegal.<\/p>\n\n\n\n

You can start this policy off in a friendly manner by saying something like, \u201cWe want you to enjoy your employment here, and a big part of that is making sure it’s a good fit for both of us.\u201d Then dive into the details. <\/p>\n\n\n\n

Equal Employment Opportunity \/ Non-Discrimination Policy<\/h3>\n\n\n\n

Begin this section by introducing your equal employment opportunity<\/a> policy. This policy details your company’s commitment to providing fair and equal treatment<\/strong> to all employees and job applicants. The primary goal is to ensure that individuals are treated fairly and are not subject to discrimination or bias based on characteristics such as race, color, religion, sex, national origin, age, disability, or other protected categories. Most EEO policies include a non-discrimination statement<\/strong>, which further emphasizes this promise.<\/p>\n\n\n\n

You\u2019ll also want to communicate your commitment to providing reasonable accommodations<\/strong><\/a> for individuals with disabilities<\/strong>. You should convey your willingness to accommodate people with different needs and how to request an accommodation. This fosters inclusivity and ensures every team member has an equal opportunity to succeed.<\/p>\n\n\n\n

Anti-Harassment and Bullying Policies<\/h3>\n\n\n\n

To create a pleasant work atmosphere, you\u2019ll want to communicate that all types of harassment<\/a>, including sexual harassment and bullying<\/strong>, are prohibited. After explaining your zero-tolerance approach to harassment and bullying, you should let employees know how to raise concerns. How do they report policy violations<\/strong>? And how does your company uniformly handle complaints of harassment and\/or bullying?<\/p>\n\n\n\n

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Workplace Health, Safety, and Violence Policies<\/h3>\n\n\n\n

In addition to addressing harassment and bullying, it\u2019s important to ensure your employees feel safe at work. You can do this by highlighting how you (1) promote physical safety and (2) prohibit violence of any kind. Here, you may cover things like safety procedures and equipment, emergency protocols, and weapons in the workplace<\/strong>. <\/p>\n\n\n\n

Policies about a Drug, Alcohol, and Smoke-Free Workplace<\/h3>\n\n\n\n

This section should also include your policies on drugs, alcohol, and smoking<\/a>. You\u2019ll want to emphasize that the intent of these policies is to keep everyone safe and healthy. As discussed in Blissbook\u2019s free eBook, How to Write a Culture-First Employee Handbook<\/a>, it\u2019s always good to explain the reason behind your policies<\/strong> \u2014 especially when it comes to potentially sensitive topics.<\/p>\n\n\n\n

Time Off and Leaves<\/h2>\n\n\n\n

No matter how much fun your workplace is, your employees will want to know about time off work and leaves of absence. Here are some of the policies you\u2019ll want to include in this section of your handbook.<\/p>\n\n\n\n

Company Holidays and Paid Time-Off (PTO)<\/h3>\n\n\n\n

This policy tells your employees how much time off<\/a> they\u2019ll get and how they\u2019ll earn it. You\u2019ll also want to explain how to request time off<\/strong> and how it gets approved. List which company holidays you celebrate and the pay practices surrounding holidays, including working on holidays.\u00a0<\/p>\n\n\n\n

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Sick Leave and Family and Medical Leave Act (FMLA)<\/h3>\n\n\n\n

If you have a sick leave policy that\u2019s separate from your PTO policy, you\u2019ll want to detail that here. It\u2019s important to note that many states have sick leave requirements<\/strong>, so consult with your legal counsel to be sure you\u2019re in compliance with the laws that apply to you. Need state-specific model policies to start with? Contact us<\/a>.<\/p>\n\n\n\n

If your company meets the eligibility requirements for the Family and Medical Leave Act (FMLA)<\/a>, you\u2019ll also want to tell workers about their rights to take time away from work for certain family or health issues. <\/p>\n\n\n\n

Other Leaves of Absence<\/h3>\n\n\n\n

Be sure to communicate the various types of leave available to your employees, like time off for military service, jury duty, and voting<\/strong>. Other types of leave include parental leave<\/strong> to welcome a new child, bereavement leave<\/strong>, and workers\u2019 compensation<\/strong>. <\/p>\n\n\n\n

Your company geography and size may require additional leaves \u2014 like domestic violence leave or emergency responder leave \u2014 so it\u2019s wise to get legal advice on which leaves you need to include in your handbook. And, if you\u2019ve got employees in many states, you might want to check out our article, 4 Best Multi-State Employee Handbook Software Platforms<\/a>.<\/p>\n\n\n\n

Benefits and Compensation<\/h2>\n\n\n\n

Your employees will be eager to learn about company benefits and other compensation-related matters. Here are the must-have policies related to these topics.<\/p>\n\n\n\n

Benefits<\/h3>\n\n\n\n

Your handbook should include basic information about the benefits you offer and who\u2019s eligible for them. It\u2019s good practice to provide a high-level overview of the benefits, then encourage employees to review plan summaries for additional detail. <\/p>\n\n\n\n

Here, you\u2019ll want to cover traditional insurance benefits, like medical, dental, and vision coverage<\/strong>. This is also where you\u2019ll tell employees about things like retirement plans, short and long-term disability, and life insurance.<\/p>\n\n\n\n

Be sure to include any other perks unique to your business \u2014 be it transportation benefits, employee discounts, or educational opportunities. Or books!<\/p>\n\n\n\n

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Pay-Related Policies<\/h3>\n\n\n\n

Of course employees want to know about getting paid! This is where you\u2019ll want to dive into employee classifications, such as full-time or part-time, and exempt or non-exempt (in accordance with the Fair Labor Standards Act<\/a>). Discuss topics like work hours, timekeeping procedures, <\/strong>overtime<\/strong><\/a>, meal and rest breaks, and payday<\/strong>. <\/p>\n\n\n\n

Attendance and Punctuality<\/h3>\n\n\n\n

While you\u2019re talking about things like timekeeping and pay, you\u2019ll want to communicate your policies and procedures surrounding attendance and punctuality<\/a>. Employees should know what\u2019s expected of them and how to report late arrivals or absences<\/strong>.<\/p>\n\n\n\n

Work Performance and Job Opportunities<\/h3>\n\n\n\n

This section of your handbook should house your policies about performance evaluations and job postings, transfers, and promotions<\/strong>. It\u2019s important to outline how employees will receive feedback and how they can apply for other roles within the company. And, while you\u2019re talking about performance, you should convey your policy on progressive discipline<\/strong>.<\/p>\n\n\n\n

Office Life and Business Conduct<\/h2>\n\n\n\n

It can be easy to get caught up in the policies geared toward legal compliance, but it\u2019s important to explain what you expect of employees each day. These matters range from general office expectations to other, more serious items, like how to avoid conflicts of interest. You\u2019ll want to consider the following items when developing this portion of your employee handbook.<\/p>\n\n\n\n

Day-to-Day Office Life Policies<\/h3>\n\n\n\n

Don\u2019t forget to talk about practical daily life at the office. For example, include any policies you have regarding dress code<\/strong><\/a>, office closures, and solicitation \/ distribution<\/strong>. This is also a good place to discuss your policy on remote work \/ telecommuting<\/strong> \u2014 the nontraditional \u201coffice.\u201d <\/p>\n\n\n\n

Highlight your open door policy<\/strong>, which empowers employees to raise concerns. Another good policy to include is the one that describes how employees should handle publicity and media inquiries<\/strong>. Your marketing department will thank you!<\/p>\n\n\n\n

Think about your specific organization and any general policies you have in place to make your workforce operate at their best.<\/p>\n\n\n\n

Policies about Business Conduct<\/h3>\n\n\n\n

No matter your company size or industry, it\u2019s crucial to convey conduct expectations. Your code of conduct<\/strong><\/a> should detail expectations about appropriate employee behavior, professional conduct, and other ethical matters. It\u2019s helpful to provide a list of sample violations, but you should also include language that states the list isn\u2019t all-encompassing and that you reserve the right to make decisions on a case-by-case basis.<\/p>\n\n\n\n

Also include policies about conflicts of interest, outside employment, and handling confidential information<\/strong>. Depending on your industry or the nature of your work, you may include additional policies, like the Health Insurance Portability and Accountability Act (HIPAA)<\/a> or procedures related to food safety and hygiene. If you\u2019ve got a policy about employment of relatives or significant others<\/strong>, include that here.<\/p>\n\n\n\n

You\u2019ll also want to touch on employee privacy matters, such as those related to personnel files, reference checks, and employment verification<\/strong>.<\/p>\n\n\n\n

Generally speaking, consider what behaviors could harm your brand reputation, and include any policies related to that.<\/p>\n\n\n\n

Technology and Communications Policies<\/h3>\n\n\n\n

It\u2019s important to remind employees that technology and communications systems should be used primarily for business purposes. Is it okay to periodically surf the web at work? What about using the office WiFi to stream music? When it comes to using technology, it\u2019s important to clarify things like acceptable use of company systems, data security, and <\/strong>social media expectations<\/strong><\/a>.<\/p>\n\n\n\n

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Separation Procedures<\/h2>\n\n\n\n

In the last sections of your employee handbook \u2014 or one of the last \u2014 it\u2019s wise to cover any procedures you have related to separation of employment. This may include the various kinds of separation, like resignation, retirement, and termination, and how each one should be handled. You can also include other transition-related information, like exit interviews, returning company property, and COBRA<\/strong>. <\/p>\n\n\n\n

Be sure to tell employees how and when they\u2019ll receive their final paycheck<\/strong> \u2014 and keep in mind this may vary depending on the location. As always, consult with an attorney to be sure the information you\u2019re providing is accurate.<\/p>\n\n\n\n

Don\u2019t Forget Your Acknowledgement Page<\/h2>\n\n\n\n

Make sure to top off your employee handbook with a page where employees can acknowledge receipt<\/a>. This helps you keep track of who has received your handbook, and it\u2019s beneficial in the case of misunderstandings or legal disputes.<\/p>\n\n\n\n

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Final Thoughts<\/h2>\n\n\n\n

Although you can find many employee handbook templates<\/a> online, you\u2019ll  need a document tailored to your organization\u2019s needs. At Blissbook<\/a>, we can help customize your employee handbook depending on your business needs, size, and location(s). You\u2019ll also want to update your handbook at regular intervals, which we can assist with, too.<\/p>\n\n\n\n

When employees have a clear understanding of the company, their rights, and how to go about their day-to-day work lives, they\u2019ll generally perform better. At the same time, a carefully developed handbook reduces conflicts and keeps you protected. <\/p>\n\n\n\n

Blissbook\u2019s digital handbook platform<\/strong> enables you to stay on brand while creating an authentic, effective employee handbook. You\u2019ll be a step ahead of the rest by making your handbook interactive, customized to multiple devices, and easy to update and distribute.\u00a0<\/p>\n\n\n\n

No matter where you are in your handbook journey, you can set up a free trial<\/a> with Blissbook to create, design, or update your handbook today!<\/p>\n","protected":false},"excerpt":{"rendered":"

Your employee handbook serves as a guide for both new and existing employees, helping them navigate the company with ease. Creating an employee handbook may seem overwhelming at first, but we promise it\u2019s worth the investment.  To make your life easier, we\u2019ve outlined the policies you should include in your employee handbook.<\/p>\n","protected":false},"author":7,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[112,32,64,66,25,60,47,69,57,75,16,26,74,61],"tags":[122,124,81,50,119,120,121,123],"class_list":["post-3048","post","type-post","status-publish","format-standard","hentry","category-acknowledgement-statement","category-change-management","category-discrimination","category-eeoc","category-employee-handbooks","category-fmla","category-handbook-content","category-harassment","category-hr-resources","category-paid-leave","category-pay-benefits","category-policy-management","category-sexual-harassment","category-social-media","tag-anti-harassment-policy","tag-compensation-and-benefits","tag-employee-handbook","tag-employee-handbook-content","tag-employee-handbook-policies","tag-equal-employment-opportunity","tag-safe-workplace","tag-time-off-and-leaves"],"_links":{"self":[{"href":"https:\/\/blissbook.com\/blog\/wp-json\/wp\/v2\/posts\/3048","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blissbook.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blissbook.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blissbook.com\/blog\/wp-json\/wp\/v2\/users\/7"}],"replies":[{"embeddable":true,"href":"https:\/\/blissbook.com\/blog\/wp-json\/wp\/v2\/comments?post=3048"}],"version-history":[{"count":1,"href":"https:\/\/blissbook.com\/blog\/wp-json\/wp\/v2\/posts\/3048\/revisions"}],"predecessor-version":[{"id":3055,"href":"https:\/\/blissbook.com\/blog\/wp-json\/wp\/v2\/posts\/3048\/revisions\/3055"}],"wp:attachment":[{"href":"https:\/\/blissbook.com\/blog\/wp-json\/wp\/v2\/media?parent=3048"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blissbook.com\/blog\/wp-json\/wp\/v2\/categories?post=3048"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blissbook.com\/blog\/wp-json\/wp\/v2\/tags?post=3048"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}