Parameters Of The Employee Handbook: Fill & Download for Free

Every businesses want to have their policy in place. And therefore, create employee handbook that clearly communicate your workplace policies. The purpose of a clear concise employee handbook in a business cannot be underestimated. A definite employee policies can resolve disputes before they arise and protect both the employer and the employee from any sort of misperception and the potential of litigation.Why employee handbook for an organisation?Employee handbook set forth expectation and clearly defines the boundaries for the employees and let them know what their rules and benefits are. Employers clearly communicate to the employees regarding how they should behave, what they should wear and how they will be compensated during a professional crisis. Once the employees understand their responsibilities, they have a reference point for how to execute their job and maintain disciplineEmployee handbook can protect employers by clearly stating the policies and procedures that can prevent liability. If an employee has a dispute with his employer, he may try to use the employee handbook as leverage to prove deficiency on employer’s part. Courts may also consider employee handbook to be a binding contract, even if the employment relation is at- will. A well-structured handbook can protect both the employee and the employer as it set forth certain rules and structures whenever an issue arisesThe employee manuals establish information about organisation’s policies regarding holidays, leave, work hours, pay procedures, overtime pay, performance reviews, recreational breaks, dress code, salary or pay revision or pay procedures. They also contain information about orientation and training policies as well as relieving or termination procedures. This helps employees build confidence while they learn what kind of treatment they can expect in the organisationThe handbook present organisation’s policies on using companies as well as personal gadgets and other equipment within the office premises. Some companies have restrictions on the usage of communication devices like mobile phones. Employee handbooks also embrace the terms and conditions for the use of these devices and also the sites they employees are not expected to visitWith a well-structured and planned handbook, the HR manager can save time. They need not have to explain the same policies every time a new employee joins or answer the same question over and againEmployee handbook convey performance parameters and benefits that employees receive on reaching those parameters. It also covers information regarding the promotion and demotion and clearly help employees gain clarity on their job responsibilitiesThe handbooks publish company’s policies on employee safety measures and proceduresto manage occupational hazards and accidentsIn a nutshell, employees’ manuals brings in uniformity across different organisation. The handbook set guidelines for everyone to follow and state the consequences of violating the rules. The handbook also inform employees of statutory laws regarding workplace behaviour with co-workers and management. This prevent workplace conflicts and legal disputes.What is employee handbook comprised of?IntroductionDescribe company’s history and business philosophy.Hours of workState normal working hours for full-time employees, part-time employees and overtime compensation.PaymentHow pay and salaries are set and how they can be raised. The bonus program is also included.BenefitsExplain the rules related to vacation pay, sick leaves, unpaid leaves. Other benefits include health benefits, insurance benefits, retirement benefits and employee referral benefitsHarassmentHandbook reminds employees that sexual and other types of harassments are illegal and violet company’s policies.AttendanceExplain several unexplained absences or repeated tardiness.ComplaintsManual let employees learn as what procedures they should follow to report and resolve any complaints. A written complaint procedure can help shield your business from any liability especially if an employee later sues for illegal discrimination and harassment.Use of Electronic gadgetsThe handbook includes company’s policies on use of email, blogs, social network sites and the internet. The employees are made aware of the fact, that their communication may be read and are not private.DisciplineThe employee manual explains the types of conduct that can get employee in trouble. It could be theft, fighting, violence and harassment.Workplace civilityEmployees at all levels of the company are expected to treat each other with respect and the success of the business depends on cooperation and teamwork among all employees.RegardsRavi GoyalHR Professional

It all depends on what the question is. If it's unreasonable, "yes" is unlikely. Unreasonable includes holiday time you aren't entitled to, a promotion you haven't earned (e.g., you started less than three months ago in the mail room and you'd now like to become a law firm partner– and you don't hold a J.D.) or some personal favor.Otherwise, if your request is within the parameters of any written materials (an employee handbook would be useful), or union guidelines, you can make it either verbally or in writing or both.Always and forever remembering courtesy, a simple request for time off can be made more casually, by requesting a moment of time in his or her office."I have X# of personal days," is a good way to start, "and I need to take one on THIS DAY, THIS MONTH."You will, of course, be giving at least two weeks' advance notice; and if necessary, you will now tell how you will address any work or deadlines that need to be met.(If this is the custom) either handing a paper note with the day and date, or offering to follow up with an e-mail is appropriate.You should not need to give a reason; if asked? You COULD maintain the reason is private, but in the interests of keeping things smooth, a suitable excuse is a friend/ favor for a friend/ pickup at an airport; these tend to happen at odd hours and do not regularly interfere with the course of business.If you are refused? Ask your boss – politely – if there is anything you can do to make {what you need} possible; if there is any way it CAN happen, you may get a basic list of obstacles to overcome, so to speak. Knock down whatever is in your way: find someone to cover, etc.There is your yes.For any other requirement you have, simply scale up the scenario – and add documentation, say, if it's a raise or a promotion.To get ANYONE to say "yes," you need to cheerfully remove all things that make them want to say "no." You also need to – somehow – help them to see that wanting the same thing YOU want is a GOOD thing for them.This isn't the easiest thing, and it is NOT done with a sledgehammer. It is done by listening, by smiling, and with sincerity. After all, when you truly listen, your OWN desire for "yes" may indeed turn into "you know, perhaps I CAN wait."

Thanks, this is probably one of the most important questions students and professionals should ask themselves.The indoctrination system, oops, I mean the educational system is merely transferring information from teachers to students. It rarely teaches students how to become MASTERS.Even within the parameters of a typical corporate job, employees are supposed to execute prescribed procedures, may they be physical or cognitive.Professionals reach a certain level of proficiency, but their expert performance will usually plateau after that.A thick academic yet practical treatise that I read with much interest, is Anders Ericsson’s handbook:K. Anders Ericsson, Neil Charness, Paul J. Feltovich, Robert R. Hoffman: 9780521600811: Psychiatry: Amazon CanadaIt is THE book to read and study if you want to learn the actual mechanics of becoming the best in the world.