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Casual Articles - Employee Handbooks - 3 Reasons a Small Business Should Have One
Capturing the financial information on your business is easy -- there are many systems available to help you or your bookkeeper keep track of what's going on. Unfortunately too many owners don't get involved in this aspect of their business and later, when they know more, they wish they had different information. The key to getting the right information is the chart of accounts. Bookkeepers normally make the decisions about what is identified and kept separate, which could lead to mistakes.For example suppose your business uses rubber bands in the production of the widgets you are thinking about making. Now lets assume the business has been running for a while and the only time rubber bands were used was when somebody in the office had to bundle some things - like maybe cancelled
2. To make it easier to update your handbook list one policy per page and include an effective date as well as a revision date.
3. Make sure you include language which protects your company. Courts have considered handbooks to be contracts. Including a statement like the below and having your employees acknowledge receipt will help protect your company against lawsuits and misunderstandings:
"I acknowledge that I have received a copy of ABC Company's Employee Handbook. I agree to read it thoroughly, including the statements in the foreword describing the purpose and effect of the Handbook. I agree that if there is any policy or provision in the Handbook that I do not understand, I will seek clarification from the Human Resources Department. I understand that ABC Company is an "at will" employer and as such employment with ABC is not for a fixed term or
According to an article published in The Harvard Business Review there is a high degree of correlation between sales growth and customer satisfaction scores. Well, yeah! That’s logical. Satisfied customers return to vendors who perform at a high level. Additionally they refer others so, obviously, higher levels of satisfaction should normally translate into increased sales volume. But how do you find out your companies satisfaction score?The typical way is to survey the customers. Problem - usually very few survey forms are filled out and returned because most are time-consuming, complex affairs. The few people who return those surveys are at either end of the satisfaction spectrum, those who are very satisfied or those who are very dissatisfied.So let’s look at goals
Here are three reasons to develop and use an employee handbook:
1. Provides a source of information about company policies and procedures which is good for both managers and employees. By having a well written employee handbook you provide a source for your employees and managers to use to gain information on the company's policies such as attendance, dress codes, work hours, pay and performance issues as well as procedures on requesting vacation time (if applicable), notifying the company regarding unscheduled absences, and the disciplinary process.
2. Gives clarity and direction for your managers and supervisors on how to handle certain employment issues. By providing written policies and procedures you enable your managers and supervisors to handle all employees consistently and fairly.
3. Sets expectations for employees and helps to avoid misunderstandings and unacceptable behavior.
Based on size, not every small business needs an employment manual. If you only have a few employees and your workforce is stable (limited turnover) you probably don't need a written employee handbook. But, if your small business is growing or you have more than one location an employee handbook will help smooth out your growing pains and keep your processes and procedures consistent. You may even want to create two manuals: one for all your employees which contains the basic information needed as well as general company information; and a more detailed policy manual for supervisors and managers which provides comprehensive information and procedures for each policy.
Most employee handbooks contain the following information:
1. Company Overview: Provide some history on your company; include a vision statement, information about your company’s culture, ethics, goals and management philosophy.
2. Equal Opportunity Statement, Non Discrimination, Anti-Harassment Policy, Americans with Disabilities Act Policy
3. Employment Categories:
a. Full Time,
b. Part Time,
c. Temporary
4. Compensation:
a. Payment of salary,
b. Overtime,
c. Employment records
d. Raises/merit increases
5. Time Off:
a. Vacation,
b. Personal time/Absences due to illness
c. Leave due to Family and Medical Leave Act,
d. Company Holidays
6. Employee Benefits:
a. Health Insurance
b. Flexible Spending Account
c. Group Life Insurance
d. Retirement Plan
e. Workers Compensation Benefits
7. On the Job:
a. Attendance, Punctuality
b. Drug and Alcohol
c. Dress Code
d. Expense Reimbursement
e. Disciplinary Process
f. Smoking
g. Internet and E-mail Use
h. Company Equipment and Computer Systems
i. Violence in the Workplace
j. Safety
This list isn't all inclusive and your company may not need or want to include everything listed above. If your company doesn't have a retirement plan, then don't include it!
If you’ve decided to create an employee handbook or update your handbook here are a few more suggestions:
1. If you are starting from scratch, pull together all the memos, notices, letters and information you have previously provided to your employees. Sort this information into categories (you might want to use the above list) and decide if it is still relevant and if you want to include it.
2. To make it easier to update your handbook list one policy per page and include an effective date as well as a revision date.
3. Make sure you include language which protects your company. Courts have considered handbooks to be contracts. Including a statement like the below and having your employees acknowledge receipt will help protect your company against lawsuits and misunderstandings:
"I acknowledge that I have received a copy of ABC Company's Employee Handbook. I agree to read it thoroughly, including the statements in the foreword describing the purpose and effect of the Handbook. I agree that if there is any policy or provision in the Handbook that I do not understand, I will seek clarification from the Human Resources Department. I understand that ABC Company is an "at will" employer and as such employment with ABC is not for a fixed term or
Citizen Watch Company is a watch brand that was established in 1924. The men who established the company chose Citizen as the name so that it would be easily recognizable to people everywhere. Citizen has become a world wide company in the last seventy-five years and is now recognized as a global brand. Every year since the year 1986 Citizen has been recognized as the largest watchmaker in the world. Citizen is also recognized for the innovative technology that they use to make Citizen watches. Citizen has been first for many types of watches. They were the first to create the world’s slimmest LCD. They had the first voice recognition watch. The Citizen dive watches were the first to have an electronic depth sensor. New to Citizen watches is the Eco-Drive collection, which is ecologically
2. Gives clarity and direction for your managers and supervisors on how to handle certain employment issues. By providing written policies and procedures you enable your managers and supervisors to handle all employees consistently and fairly.
3. Sets expectations for employees and helps to avoid misunderstandings and unacceptable behavior.
Based on size, not every small business needs an employment manual. If you only have a few employees and your workforce is stable (limited turnover) you probably don't need a written employee handbook. But, if your small business is growing or you have more than one location an employee handbook will help smooth out your growing pains and keep your processes and procedures consistent. You may even want to create two manuals: one for all your employees which contains the basic information needed as well as general company information; and a more detailed policy manual for supervisors and managers which provides comprehensive information and procedures for each policy.
Most employee handbooks contain the following information:
1. Company Overview: Provide some history on your company; include a vision statement, information about your company’s culture, ethics, goals and management philosophy.
2. Equal Opportunity Statement, Non Discrimination, Anti-Harassment Policy, Americans with Disabilities Act Policy
3. Employment Categories:
a. Full Time,
b. Part Time,
c. Temporary
4. Compensation:
a. Payment of salary,
b. Overtime,
c. Employment records
d. Raises/merit increases
5. Time Off:
a. Vacation,
b. Personal time/Absences due to illness
c. Leave due to Family and Medical Leave Act,
d. Company Holidays
6. Employee Benefits:
a. Health Insurance
b. Flexible Spending Account
c. Group Life Insurance
d. Retirement Plan
e. Workers Compensation Benefits
7. On the Job:
a. Attendance, Punctuality
b. Drug and Alcohol
c. Dress Code
d. Expense Reimbursement
e. Disciplinary Process
f. Smoking
g. Internet and E-mail Use
h. Company Equipment and Computer Systems
i. Violence in the Workplace
j. Safety
This list isn't all inclusive and your company may not need or want to include everything listed above. If your company doesn't have a retirement plan, then don't include it!
If you’ve decided to create an employee handbook or update your handbook here are a few more suggestions:
1. If you are starting from scratch, pull together all the memos, notices, letters and information you have previously provided to your employees. Sort this information into categories (you might want to use the above list) and decide if it is still relevant and if you want to include it.
2. To make it easier to update your handbook list one policy per page and include an effective date as well as a revision date.
3. Make sure you include language which protects your company. Courts have considered handbooks to be contracts. Including a statement like the below and having your employees acknowledge receipt will help protect your company against lawsuits and misunderstandings:
"I acknowledge that I have received a copy of ABC Company's Employee Handbook. I agree to read it thoroughly, including the statements in the foreword describing the purpose and effect of the Handbook. I agree that if there is any policy or provision in the Handbook that I do not understand, I will seek clarification from the Human Resources Department. I understand that ABC Company is an "at will" employer and as such employment with ABC is not for a fixed term or
Private investigator jobs are forecast to outpace the growth of all jobs in The United States for at least the next five years. Private investigation is a great small business opportunity. Not only are more people seeking to enter that line of work but it also provides a level of excitement that a regular corporate job cannot ever hope to match. Perhaps much of that is thanks to Magnum P.I.?The type of person that would be attracted to a private investigator job is someone that enjoys and seeks out a certain level of danger. Private investigators do have to deal with certain threats as that is the nature of their job. If your day-to-day work involves things such as investigating and spying on cheating spouses or white-collar criminals, danger is bound to happen.Using state-o
Most employee handbooks contain the following information:
1. Company Overview: Provide some history on your company; include a vision statement, information about your company’s culture, ethics, goals and management philosophy.
2. Equal Opportunity Statement, Non Discrimination, Anti-Harassment Policy, Americans with Disabilities Act Policy
3. Employment Categories:
a. Full Time,
b. Part Time,
c. Temporary
4. Compensation:
a. Payment of salary,
b. Overtime,
c. Employment records
d. Raises/merit increases
5. Time Off:
a. Vacation,
b. Personal time/Absences due to illness
c. Leave due to Family and Medical Leave Act,
d. Company Holidays
6. Employee Benefits:
a. Health Insurance
b. Flexible Spending Account
c. Group Life Insurance
d. Retirement Plan
e. Workers Compensation Benefits
7. On the Job:
a. Attendance, Punctuality
b. Drug and Alcohol
c. Dress Code
d. Expense Reimbursement
e. Disciplinary Process
f. Smoking
g. Internet and E-mail Use
h. Company Equipment and Computer Systems
i. Violence in the Workplace
j. Safety
This list isn't all inclusive and your company may not need or want to include everything listed above. If your company doesn't have a retirement plan, then don't include it!
If you’ve decided to create an employee handbook or update your handbook here are a few more suggestions:
1. If you are starting from scratch, pull together all the memos, notices, letters and information you have previously provided to your employees. Sort this information into categories (you might want to use the above list) and decide if it is still relevant and if you want to include it.
2. To make it easier to update your handbook list one policy per page and include an effective date as well as a revision date.
3. Make sure you include language which protects your company. Courts have considered handbooks to be contracts. Including a statement like the below and having your employees acknowledge receipt will help protect your company against lawsuits and misunderstandings:
"I acknowledge that I have received a copy of ABC Company's Employee Handbook. I agree to read it thoroughly, including the statements in the foreword describing the purpose and effect of the Handbook. I agree that if there is any policy or provision in the Handbook that I do not understand, I will seek clarification from the Human Resources Department. I understand that ABC Company is an "at will" employer and as such employment with ABC is not for a fixed term or
Ideas for Marketing your Handcrafted Jewelry does not require a large budget but some of that creativity you have used in your designs. Day Spas and Salons: Call local day spas and salons. Ask to speak to the manager or business owner. Set an appointment to show your jewelry. Have your pitch ready on why their customers would benefit from having this product. Think about whether you will wholesale or allow consignment of your jewelry. Be on time and remember your look is just as important as the jewelry presentation. Once the salon or spa places an order/consignment, check back to see what pieces are selling or what comments they have heard from customers. This information is invaluable in finding out what customers want! Boutiques and Specialty stores:
c. Group Life Insurance
d. Retirement Plan
e. Workers Compensation Benefits
7. On the Job:
a. Attendance, Punctuality
b. Drug and Alcohol
c. Dress Code
d. Expense Reimbursement
e. Disciplinary Process
f. Smoking
g. Internet and E-mail Use
h. Company Equipment and Computer Systems
i. Violence in the Workplace
j. Safety
This list isn't all inclusive and your company may not need or want to include everything listed above. If your company doesn't have a retirement plan, then don't include it!
If you’ve decided to create an employee handbook or update your handbook here are a few more suggestions:
1. If you are starting from scratch, pull together all the memos, notices, letters and information you have previously provided to your employees. Sort this information into categories (you might want to use the above list) and decide if it is still relevant and if you want to include it.
2. To make it easier to update your handbook list one policy per page and include an effective date as well as a revision date.
3. Make sure you include language which protects your company. Courts have considered handbooks to be contracts. Including a statement like the below and having your employees acknowledge receipt will help protect your company against lawsuits and misunderstandings:
"I acknowledge that I have received a copy of ABC Company's Employee Handbook. I agree to read it thoroughly, including the statements in the foreword describing the purpose and effect of the Handbook. I agree that if there is any policy or provision in the Handbook that I do not understand, I will seek clarification from the Human Resources Department. I understand that ABC Company is an "at will" employer and as such employment with ABC is not for a fixed term or
The last few years have been a period of heightened scrutiny and scandal for the financial services industry. Most recently, the SEC issued a report on pension consultants regarding conflicts of interest and the objectivity of advice given to retirement plan sponsors. It’s become vital to the success of insurance and financial advisors that they differentiate themselves with their exemplary ethics, that they operate by a higher moral code and that they communicate that higher standard to their clients. Why? Because research proves that ethics builds trust, and trust sells — in the long-term and - in the short-term, as well.Taken from the SEC report and the information provided by the Dept of Labor, below are Affirmations of Ethical Behavior for Financial and Insurance Industry Repr
2. To make it easier to update your handbook list one policy per page and include an effective date as well as a revision date.
3. Make sure you include language which protects your company. Courts have considered handbooks to be contracts. Including a statement like the below and having your employees acknowledge receipt will help protect your company against lawsuits and misunderstandings:
"I acknowledge that I have received a copy of ABC Company's Employee Handbook. I agree to read it thoroughly, including the statements in the foreword describing the purpose and effect of the Handbook. I agree that if there is any policy or provision in the Handbook that I do not understand, I will seek clarification from the Human Resources Department. I understand that ABC Company is an "at will" employer and as such employment with ABC is not for a fixed term or definite period and may be terminated at the will of either party, with or without cause, and without prior notice. No supervisor or other representative of the company (except the President) has the authority to enter into any agreement for employment for any specified period of time, or to make any agreement contrary to the above. In addition, I understand that this Handbook states ABC's policies and practices in effect on the date of publication. I understand that nothing contained in the Handbook may be construed as creating a promise of future benefits or a binding contract with ABC for benefits or for any other purpose. I also understand that these policies and procedures are continually evaluated and may be amended, modified or terminated at any time."
4. If you have standard forms include a copy of each form with the relevant policy. If you don't have standard forms, now is a good time to create them.
Once you have completed your handbook, don't just leave it on the shelf. Make it a part of your new employee orientation. Review it with all employees at least annually and make sure your managers and supervisors thoroughly understand your policies and procedures. What's worse than not having an employee handbook? Having one and not following the policies and procedures.
Whether you develop your employee handbook yourself, hire someone to do it, or buy a canned version, it is a good idea to have your attorney review the handbook before you distribute it to your employees. Employment laws differ from state to state and having your employment attorney review the manual is just good business sense.
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