For example, the revenue process may contains procedures for sales orders, inventory pulling, shipping, collections, and cash deposits. These would be described as a Key Business Process.
Other business processes may exist for purchasing, sales, marketing, finance, or IT security to name a few. The last element could include resource management. All of these business policies , processes and procedures require resources. A final section on how resources are provisioned, trained, or the work environment is used can be included to round out your policy manual discussion.
Your policy manual is important to communicating company policies for business processes, employee expectations, and organizational performance standards.
Download free policies and procedures in MS-Word for examples from many different departmental policy procedure manuals. What is a Policy Manual? Categories Write Better Policies. Let our Employee Handbook Builder assist you. It includes legally binding policies and the most up-to-date state and federal requirements. You may be trying to access this site from a secured browser on the server. Please enable scripts and reload this page.
Reuse Permissions. Page Content. Step 1: Review and Make Required Revisions to the Current Company Policies Company policies and procedures are used as the source for writing the handbook. Step 2: Create an Outline of What to Include in the Employee Handbook The topics included in the employee handbook should cover the employer's mission statement, equal employment opportunity statement, contractual disclaimer and at-will employment statement where allowed , purpose of the employee handbook, and background information on the company.
Step 3: Create Summarized Versions of Each Policy and Procedure The employee handbook should include a statement that summarizes each policy and procedure. Step 4: Add Each Summary Statement in the Appropriate Sections According to the Outline Once HR has completed the employee handbook outline, the next step is to write the organization's position, rules or policies under each of the outline topics. Step 5: Review the Entire Handbook The review process ensures that the information is accurate and easy to comprehend.
Step 6: Provide Finalized Version to Legal Counsel for Review By reviewing the final version, legal counsel will ensure that it contains no statements that may create contractual agreements. Step 7: Select a Means of Publication The next step is to locate a vendor to produce the finished employee handbook. Step 8: Distribute Handbooks Once the vendor returns finished copies of the handbooks, the organization must establish a method for distribution, such as during new-hire orientation or as a manual distribution to employees.
Step 9: Update as Necessary Employers should establish a point person to be in charge of updating the employee handbook as necessary when employment laws or internal policies change. Examples Below is a sample outline, or Table of Contents, for items that are typically included in an employee handbook. Employee Handbooks. You have successfully saved this page as a bookmark.
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The policies you need to include in an employee handbook by law may include the following:. Family medical leave policies. The federal government's Family Medical Leave Act requires that employers of certain size must provide employees with up to 12 weeks unpaid leave during any month period for the birth or care of a child, to care for an immediate family member with a serious health condition, or if the employee has a serious health condition.
Many states have their own policies regarding unpaid family leave, as well. Equal employment and non-discrimination policies. Department of Labor requires many businesses to post information stating that the business follows non-discrimination and equal employment opportunity laws in hiring and promotion. Worker's compensation policies.
Many states require that employees be informed of worker's compensation policies in writing. There are a few general disclaimers that every employee handbook should have. Not a contract. It's important to point out that the handbook is just that -- a handbook -- and does not make any promises about continued employment.
Cooper recommends the following wording: "This handbook is not a contract, express or implied, nor does it guarantee employment for any specific length of time. Although we hope our employment relationship will be long term, either the Company or you can end the relationship at any time, with or without notice, with or without reason, to the extent allowed by law. Handbook trumps previous policy documents.
In addition to the various mandatory policies, certain state and federal information must be communicated to employees either in an employee handbook or labor law posters posted in communal areas. Other information must be provided to employees at the time of hire or at certain points during the employment relationship. Much of the information provided in a typical policy manual is dictated by existing labor laws and regulations. According to Human Resources expert Susan Heathfield ,. Laws mandate employer actions such as overtime pay, minimum wage, meals and breaks, and jury duty.
Other procedures and policies that an employer decides over time such as how to reimburse employee travel for work, paid time off, flexible work schedules and bereavement leave become confusing and difficult to apply and monitor if they have no central location.
Simply put, a company policy is a statement that defines a business's approach to workplace issues. The company policy manual should be a comprehensive explanation of the company's rules for employee conduct and it tells employees what is appropriate behavior in your workplace. In addition, a solid policy manual will also document the company's actions on behalf of it's employees for topics such as vacation and paid sick days benefits, and so forth.
Far from being an administrative burden, manuals can be a huge benefit for businesses. An article from Inc. Experts say that small and mid-sized businesses can craft employee manuals that both protect them from litigation and put staff members at ease by spelling out in positive terms the company's policies.
In order to have an effective policy manual, the employer should take the time to identify what is important to the business, both in keeping the employees informed and happy, as well as accomplishing the business objectives of the company. A solid policy manual covers all aspects of what a business expects from employees, such as attendance, safety rules, legal compliance with employment laws, facilities management, and dress codes.
Policies are guidelines that define company rules and procedure, and the consequences for not following them. And policy manuals should be regularly reviewed and updated when necessary.
What types of information should be included in a sufficiently comprehensive policy manual, or handbook?
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