Before you employ your first employee you must consider having an employee handbook. The contents only need to be basic to begin with, but the advantages of having one will contribute value to your business. The Handbook is a crucial communication tool between your organization and your workers. It sets off your expectations and prospects for your employees and it also depicts what they can anticipate from you. It assures that your business complies with state and federal employment laws. An efficient approach to employee handbook will help achieve organizational goals.
You should be aware of policies, which you need to include in your manuals. The policies by Human Resources law that you need to mention in the employee handbook may include the following:
Family medical leave
The federal government’s family medical leave policy act states that employer of a certain size must allow employees with up to 12 weeks unpaid leave during any one year period of time for the birth or care of a kid, to care for a contiguous family member with a critical health condition, or if the employee has a serious health condition. But this policy varies from state to state as many states have their own policies regarding unpaid family leave, as well.
This policy involves written confirmation about worker’s compensatory gains. Many nations require that employees be informed of worker’s compensation policies in writing.
Equal employment and non-discrimination
The U.S. Department of Labor policies commands many companies to post information stating that the organization follows non-discrimination and equal employment opportunity laws in hiring and promotion.
Among other laws that might require comprehension in the employee handbook are policies regarding accommodation of handicaps, policies on armed forces leave, policies, and criminal offense victims leave policies.