An employee handbook is, without a doubt, one of the most important assets in any company. Also known as a staff manual, an employee handbook articulates and communicates the organization’s policies. But what exactly does an employee handbook contain?
Here are important provisions that you need to take into account when creating your organization’s employee handbook:
It is important that you make clear your organization’s commitment to applying fairness in every aspect of employment including the recruitment, promotion, compensation and eventual termination of the employment relationship. Certainly, your employee handbook can never be complete without an anti-harassment policy.
This policy should also make clear that the organization does not retaliate against employees who file complaints.
You may employ regular full-time and part-time employees, seasonal employees, per diem employees and independent contractors. It is important that you have a clear and transparent approach to employee classification. Besides preventing labor conflicts, this will also protect the organization from missteps that can lead to misclassification lawsuits. Additionally, be sure to include something about the non-disclosure agreement and who should sign it.
Termination of the employment contract
Unfair dismissal is one of the leading causes of employer-employee conflicts. While Florida is an at-will employment state, it is still important that you are clear on how each party will terminate the employment relationship. Will employees be required to issue resignation notices? How will you handle the final paychecks? Will there be an exit interview?
Protecting your rights
An employee handbook is a crucial asset that sets clear expectations for incoming employees. It also outlines policies that both parties must follow while providing a clear framework for dealing with problems that might arise during the employment period. Find out how you can safeguard your organization’s interests while drafting an employee handbook.