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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. 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. 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. What kinds of employees do you want to work for you? Employees who perform the way you want them to, of course. 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. Your employee handbook is your number one resource for dispute resolution, intra-employee mediation, and performance review. Yes, we realize how dramatic "Company Constitution" sounds. An Employee Handbook Should Be all of the following: Your Company’s Constitution For example, if an employee is fired, the “at-will” policy in a well-written handbook should protect the company from legal retribution. Moreover, a simple employee handbook establishes important legal protections for employers and defines the employment relationship. To ensure that all employees have received and reviewed the employee handbook, they may be required to sign an acknowledgment form.
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If created properly, an employee handbook is a valuable resource for both employees and employers that clearly defines the expectations of each party.Įmployee handbooks also help prevent legal disputes between employers and employees. 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.