As your business continues to grow and evolve, it’s important to stick to the guidelines that made you successful in the first place. It is also essential to maintain a high level of decorum that you’ve come to expect from employees. However, it is unfortunately not easy to keep track of all of this information, and that could lead to new hires not receiving all of the facts they need during the onboarding process.
If your company is lacking a quality employee handbook, or you are looking to upgrade your existing one to match recent business changes, you may need the help of an accredited HR outsourcing company to review and develop a new edition. Here are three elements that any handbook should include:
1. The company’s business philosophy
Most handbooks begin with a brief overview of the business’ history and basic philosophy. This is a great chance to outline your mission statement and core values. Because all recent hires will have to read through the handbook, it’s the perfect opportunity to impart some knowledge to these employees. Any overview presented here will provide the base for many of the policies outlined in the rest of the handbook, so make sure your message is consistent and clear.
2. Benefits, salaries and pay
Sections on benefits, salaries and pay need to be structured carefully. Not only does the structure of this need to be clear, with an overview of any bonus programs and pay grades, but the information should also shed light on the rules relating to benefits. For example, the U.S. Small Business Association suggested handbooks outline vacation pay, sick pay and different types of leave, among other issues, highlighting how the policies fall in line with state and federal laws. At the same time, you need to explain the tax deductions involved, which may necessitate the help of an expert in payroll and tax administration. By partnering with PEO companies, you can be sure your handbook presents the most accurate and up-to-date information to employees.
3. Loose discipline policies
There may be instances where your business must take disciplinary action against employees or respond to complaints. Much of the procedures will vary based on the latest legal regulations as well as the particulars of the case. The last thing you want is to pigeonhole the company into a specific process when it may not be in the best interest of everyone involved. You need to have room for flexibility while still providing employees with an idea of what to expect in general circumstances.