Transcript Employee Handbooks

The Importance of Internal Controls
Why?

The Importance of an
Employee Handbook
Communication Tool

 Sets forth expectations for employees
 Describes:
 What they can expect from your company
 Legal obligations
 Employee rights
Job Information

Grievance
procedures
Holiday
arrangements
*Clear and
concise advice
*Creates culture
*Easily accessible
information
Company rules
Disciplinary
procedures
Protection

A written statement gives protection
to the employee AND the employer
 Necessary for companies of any size
 Increased cases of employee related litigation against
management:
 Discrimination
 Release of private information
 Employee against employee
What to Consider

Aspects to consider before implementation:
 Keep it current
 One size does not fit all
 Law changes
 Different state laws
 Various languages
 Ex: Drug - Free
Workplace
Employee Handbook
vs.
Policies and Procedures Manual

Employee
Handbook
 Employee as intended
audience
 Straightforward layout
 Familiarizing
employees with basic
policies/benefits
 General expectations of
company
 Acceptable/unacceptable
behavior
 Disciplinary measures
Policies and
Procedures Manual
VS.
 Tool for managers and
supervisors
 Comprehensive text that
details every aspect of
company policy
 Use as back-up
 Deeper understanding
 Procedures
 Forms
 Reference to federal/state
laws
Steps in Developing
or
Revising a Handbook

• Review current organization policies
1
2
• Create an outline
• Include: mission statement, equal employment opportunity statement, statement
about at-will employment, handbook’s purpose, background information
• Summarize versions of each update policy and procedure
3
4
• Add each summary in the appropriate place after the outline
• Assign team to review
• Submit the final version to legal council for review
5
• Select a means of publication
6
• Distribute handbook to all covered employees
7
• Establish a system for periodic review and updating
8
Elements of a Handbook

Welcome Message to New Employees
and Recognition of Current Employees

 Company Mission Statement
 Equal Opportunity Statement
 Contractual Disclaimer and At-Will Statement
 Purpose of the Employee Handbook
 Background Information on the Company
 Orientation
 Acknowledgement of Receipt
Employment

 Employee Classification Categories
 Background and Reference Checks
 Internal Transfers/ Promotions
 Nepotism, Employment of Relatives and Personal
Relationships
 Progressive Discipline
 Separation of Employment
Workplace Safety

 Drug – Free Workplace
 Workplace Bullying
 Violence in the Workplace
 Safety
 Smoke – Free Workplace
Workplace Expectations

 Confidentiality
 Whistleblower’s Policy
 Conflicts of Interest
 Electronic Communication
 Outside Employment
 Attendance and
Punctuality
 Attire and Grooming
 Standards of Conduct
and Internet Use
 Social Media – Acceptable
Use
 Solicitations, Distributions
and Posting Materials
 Employee Personnel Files
Compensation

 Performance and Salary Reviews
 Payment of Wages
 Time Reporting
 Meal/ Rest Periods
 Overtime Pay
 On-Call Pay
 Employee Travel and Reimbursement
Time Off/ Leave of Absence

 Holiday Pay
 Vacation
 Sick Leave
 Family and
Medical Leave
 Personal Leave of
Absence
 Bereavement Leave
 Jury Duty
 Voting Leave
 Military Leave of
Absence
 Lactation/
Breastfeeding
Benefits

 Medical and Dental Insurance
 Group Life Insurance
 Short –Term Disability Benefits
 Long- Term Disability Benefits
 401(k) Plan
 Worker’s Compensation Benefits
 Tuition Assistance
 Employee Assistance Program (EAP)
Elements of a Handbook

Specific to CACFP
 Business Ethics
 Integrity
 Adherence to Rules/ Regulations and Laws
 Arms Length Transactions
 Sponsor’s Standard of Conduct
 Outside Employment
 Employee Classification: Exempt/ Non-Exempt