Creating an employee manual is essential for any business, but what should be included in an employee handbook? From onboarding to offboarding, all topics that are relevant to the workplace should be covered by the company employee handbook.

An employee handbook isn’t just about ticking boxes. Comprehensive employee handbooks help ensure that everyone in your organization has access to clear information on expectations, processes, and more. So let's take a look at each of these areas one by one, so you can start adding what should be included in an employee handbook.

What Should Be Included in an Employee Handbook?

An effective employee handbook outlines the company’s policies, procedures, and expectations of employees. A comprehensive staff handbook can help ensure a smooth onboarding process, provide employees with clarity on how to handle certain situations, and create a culture of trust between management and staff.

When creating an employee manual, it's important to include the following:

• Company Mission Statement: This should explain why your organization exists and what its purpose is.
• Employee Benefits: Explain any health insurance coverage or other benefits that companies provide employees.
• Workplace Conduct Rules: These may include dress code, attendance policy, use of technology, and other policies related to employee behavior in the workplace.
• Harassment Policy: Make sure this includes details about reporting incidents as well as consequences for violating the policy.
• Vacation Leave Policy: Outline vacation days available per year as well as sick leave entitlements or unpaid time-off options, such as parental leave or jury duty leave.
• Payroll information: Include details about pay periods, overtime rates, and how payroll deductions are handled (e.g., taxes).
• Workplace Safety and Security Policies: Describes safety procedures that must be followed by employees while on the job. May also cover security measures like access control systems or video surveillance.
• Performance Evaluation Processes: Explains how performance evaluations will be conducted and used for determining raises or promotions, including criteria for evaluating each employee's work performance.

Make sure that all legal requirements are met when writing an employee handbook template so that it complies with federal, state, and local laws.

The employee handbook isn’t a one-time thing. You should review employee handbooks at least once a year and see if it needs updating. Incorporate changes in legislation or company policy to ensure compliance with all relevant regulations at all times.

Onboarding

Onboarding is the first step in what should be included in an employee handbook. This process can be the difference between a successful employee integration and a failed one.

The onboarding process includes introducing new employees to their team members, office space, and company policies and procedures. Training and orientation go hand in hand — this could involve anything from software training to safety protocols.

Discussing benefits and compensation packages is another key part of the employment relationship. Provide new hires with information about their benefits package as well as how they will be compensated for their work to set expectations early on.

Onboarding sets the tone for an employee's experience at your company and helps ensure they have all the necessary tools needed to succeed in their role. By taking the time to properly orientate them, you can help foster a positive working relationship right from day one.

Workplace Policies

Employee conduct in the workplace is the next step in what should be included in an employee handbook.

Attendance and Punctuality

An effective employee handbook establishes clear expectations for attendance and punctuality. Employers should provide guidelines on when employees are expected to arrive at work, how much notice they need to give if they will be late or absent, and the consequences of not adhering to these policies.

Dress Code

Having a dress code helps create an atmosphere of professionalism in the workplace. Employers should specify what type of clothing is appropriate for each job role as well as any other rules regarding appearance such as facial hair, body art, and body piercings.

Do note that employee dress codes should not discriminate against any protected classes under federal law.

Technology Use

Technology can be both a blessing and a curse in the workplace, so it is important for employers to set clear guidelines about its use. This includes outlining which devices are allowed and prohibited during working hours, acceptable internet usage practices, and security protocols for protecting company data.

Employers may want to consider having an employee agreement form where workers acknowledge that they understand these policies before using company technology resources.

Workplace policies are designed to ensure a safe and productive environment for everyone. It is important that employees understand their rights and responsibilities in order to maintain a positive work atmosphere.

Employee Rights and Responsibilities

Employee rights and responsibilities are an important part of what should be included in an employee handbook. It is essential that employees understand their rights, as well as the responsibilities they have to uphold in order to maintain a safe and productive work environment.

Discrimination and Harassment Policies

All employers must provide a discrimination-free workplace for all employees regardless of race, gender, age, religion, or sexual orientation.

Employees should be aware of the policies in place that protect them from discrimination or harassment while at work.

Managers must also ensure that there are clear procedures in place for reporting any incidents of discrimination or harassment so that appropriate action can be taken.

Performance Reviews and Evaluations

Performance reviews are an important tool used by managers to assess employee performance. These reviews provide feedback on areas where improvement may be needed as well as recognition for successes achieved during the review period.

Employers should conduct these reviews fairly and objectively, with clear expectations outlined prior to each review period.

Grievance Procedures

Every employer should have a grievance procedure in place which outlines how complaints from employees will be handled when they arise. This process allows employees to voice their concerns without fear of retribution or negative repercussions from management.

The procedure should outline who needs to be contacted when filing a complaint, how long it will take before a resolution is reached, and what actions can be taken if no satisfactory outcome has been achieved after following the established protocol for filing grievances.

It is essential for businesses to ensure that employees are aware of their rights and responsibilities in the workplace throughout their stay with the company. In the event that an employee decides to leave, it's important to have an effective offboarding process as well.

Offboarding Processes

Company policies on the offboarding process are an important part of any company handbook. They help ensure a smooth transition for both the employee leaving and those remaining with the company.

Termination Procedures

Termination procedures should be clearly outlined in the staff handbook to protect both the employer and the employee. This includes information on how to terminate an employee, what paperwork needs to be completed, and who is responsible for handling the termination process.

It’s also important that employers provide employees with proper notice when terminating their employment so they have time to make arrangements for their next job or career move.

Exit Interviews and Surveys

Exit interviews can provide valuable insight into why an employee is leaving as well as areas where improvements can be made within the organization. Employers should use exit interviews as a way to learn from departing employees about what could have been done better during their tenure at the company, such as providing more support or offering additional benefits or perks.

Additionally, surveys can help employers understand how satisfied former employees were with their experience working at the company before they left.

Final Paycheck Distribution

The final paycheck distribution process should also be clearly outlined in the company handbook so there are no surprises on the employee's last day of work. Employers must follow all applicable laws regarding final paychecks including deadlines for payment, deductions taken out of wages (if any), and other relevant details related to payroll processing upon the termination of employment.

Offboarding processes are essential in ensuring a successful transition for both employers and employees. By following these steps, companies will create a positive environment even after someone has left.

Conclusion

A strong employee handbook is essential for any business no matter its size. What should be included in an employee handbook?

Employee handbook examples typically include onboarding processes, workplace policies on employee behavior, employee rights and responsibilities, rules on employee conduct, and offboarding processes. These employee handbook examples ensure that employees are aware of their roles within the company. With these guidelines in place, businesses can create an employment relationship where all parties feel respected and empowered to do their best work.

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