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• Sample Employee Handbook Library
• Non-Profit & Educational Employee Handbook Resources An employee handbook, also known as an employee manual, is a booklet that provides information and guidance to employees regarding their organization's history, goals, values, practices, policies, and procedures If created properly, an employee handbook is a valuable resource for both employees and employers that clearly defines the expectations of each party

Employee handbooks also help prevent legal disputes between employers and employees To ensure that all employees have received and reviewed the employee handbook, they may be required to sign an acknowledgment form

Moreover, a simple employee handbook establishes important legal protections for employers and defines the employment relationship For example, if an employee is fired, the “at-will” policy in a well-written handbook should protect the company from legal retribution

An Employee Handbook Should Be all of the following:

• Yes, we realize how dramatic "Company Constitution" sounds
• However, it’s a fair description
• Your employee handbook is your number one resource for dispute resolution, intra-employee mediation, and performance review
• Human Resources will use it, employees will (or should) use it, and you will refer to it as needed when revising policy or developing your company’s infrastructure

The Foundation of Your Workforce

• What kinds of employees do you want to work for you? Employees who perform the way you want them to, of course
• The employee handbook is a handy definition of what an ideal employee is, how he or she behaves, and what standards your current employees should strive for
• Items such as the disclaimer, the non-contract clause (stipulating that receipt of the handbook in no way guarantees employment) and the assumption of your right to change employment policies at-will, grant you the status you need to keep things running smoothly
• Other policies, such as the sexual harassment policy, non-discrimination policy, and termination policy, dictate what is and isn't okay, and releases you from liability should unsavory events occur within your staff

A Window on your Corporate Culture

• What kind of image does that give your business, anyway? Design your employee handbook keeping your ideal boss-voice in your mind
• The tone, as well as the content of your employee handbook, can say a lot about who your company is and what it values

There are a few important distinctions between employee contracts and handbooks First and foremost, an employment contract is legally binding while an employee handbook is not--although it should outline various company legal policies Secondly, employee contracts are specific to each employee and therefore apply solely to the individual who signs one

An employee contract details the legal rights and obligations of the employee To that extent, an employee must be consulted if an employer changes the terms of the contract

Employee handbooks, on the other hand, detail guidelines, policies, and procedures for all company employees These include expected behaviors and practices that may not be legally binding (i e punctuality) Furthermore, with handbooks, employers can update the handbook as long as their revisions are sent to employees

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Handbooks allow companies to detail the expectations of all staff members in a standardized way They also help establish the company’s standards of accountability Additionally, they provide a platform to share the organization's culture, values, and mission with its employees, and provide a resource for employees regarding their benefits, perks, policies, and so forth

Without a written handbook, employees may be left with an incomplete understanding of their benefits, and may therefore not fully take advantage of all you offer as a company More seriously, an employee handbook communicates expected workplace behavior and performance Therefore, if issues arise with employee behavior or performance, a handbook makes it difficult for the employee in question to claim ignorance

What about small startups?

Do startups need an employee handbook to cover only a few people? We recommend any organization with more than five employees draft an employee handbook Creating one in the early stages of the company’s development enables the founders to work out company values and policies at the ground-level and helps ensure that culture imbues future growth

More specifically, creating a handbook allows you to sort out smaller policies, like which expenses you’ll reimburse, while those costs are still marginal

What about family businesses?

We also recommend that family businesses create an employee handbook, even for family members Often family operations have difficulty separating business from family Having a written handbook should help members of a family business avoid difficult disputes over work policies that can affect relationships at home

Before starting, you will want to do the following:

• Create an outline for yourself that details everything you need to include in your handbook (use “what should be included” below as your checklist)
• Write a summary of each policy and insert these summaries into the appropriate sections of your outline
• After you have completed the outline for the body of the employee handbook and have typed up a final draft, review the entire handbook with fresh eyes to make sure you didn’t forget anything or misrepresent anything
• If you have a business partner, have them double-check the handbook to make sure it is in line with all expectations and values of the company
• Bring the finalized employee handbook to a lawyer to review (this is not necessary, but might be beneficial for you based on your circumstances)
• Determine how you plan on publishing the manuals and have enough copies printed for all employees
• Consider printing a few extra copies for new employees as well as providing a digital copy made available to everyone