In the business environment of today, a company issued handbook is not only an informative guide for employees, but a necessary protection for employers. A good handbook will act as a viable communication piece for each aspect of an employee’s tenure within an organization. Here is a list of things to consider including in an employee handbook/associate reference guide:

• Company history
• Company mission statement
• Compliance with federal, state, and local laws:
  •  FMLA
  • EEOC
  • ADA
  • FLSA
  • Overtime/deductions
• Employee benefits
• Business ethics and conduct
• Anti Harassment
• Safety and injury reporting
• Company policies (if applicable)
  • dress code/appearance
  • hours of work
  • breaks and meal periods
  • vacation, holiday, PTO, and time off requests
  • technology usage
  • prohibited conduct
  • drug/alcohol testing
  • attendance and tardiness
  • reporting work hours
  • company vehicle usage
  • smoking
  • conflicts of interest
  • company property
  • disciplinary action
  • computer, telephone, and internet usage

These are some simple examples of what to include, although your company can choose and decide what policies apply and which ones you may not need. A good handbook will sell the benefits you have to offer. Not all employees will take the time to read through the entire document (I would say most of them do NOT read it entirely), so highlighting the benefits of what your company offers and spends money on for the benefit of employees can allow you to take credit for what you offer. A helpful handbook can also establish baseline expectations for employees to follow. It can help them know when and how to schedule a vacation, where to turn in time cards, and what types of behavior and/or appearance standards would be acceptable. It can also give direction when employees look to file a complaint and report harassing behavior they witness or may be involved in.

Handbooks will also be in the forefront for employers that might encounter lawsuits, unemployment claims, discrimination claims, and/or disciplinary actions. Employment laws hinge on knowledge of policies and training employees on those expectations. They also rely on consistent treatment among your workforce. A well built handbook will address all of these concerns. Having a handbook tailored to your organization will be your best defense. But this handbook will do no good sitting on a desk or collecting dust on a bookshelf. It needs to be administered to each employee and used to train with upon hire. It also will be a moving target; something that needs to be updated as policies, laws, and regulations change. You will want to update your handbook with these changes, but also notify your employees of the changes as well. Having an up-to-date, well organized and written handbook will not only benefit you as an employer, but will also help recruit, train, and retain employees.