Employee handbook assignment
Representation of Employee Handbook
The employees are considered as one of the most important asset of an organisation. In this regard, it is important that the company should be able meet all the needs and expectations of employees by all means. In order to do so, the company or organisation must be able to have guidelines that can be used in handling employees effectively. A guideline can be an Employee handbook. The following is the actual representation of an employee handbook:
Accordingly, there are the organizational sections that must be considered in writing a handbook.
Section 1: General Information
This part of the handbook includes the discussion of the main objective of the handbook. In addition, the introduction section may also include the following. This handbook starts with the basic information of the company: history, the services or products that the company is offering, mission and core values, expectations from employees on fulfilling the company’s policies, rules and regulations and the commitment to employees in terms of benefits.
Section 2: Major Employment Policy
The second section to be considered is the part where major employment policies can be seen. This section contains different policies that are used in protecting employees, specifically their rights while working within the company. The most common policies included in a handbook are Sexual Harassment & Complaint Procedures, Equal Employment Opportunities, Anti-Nepotism Policy, Transfer/Promotions Policy, Orientation Program, Privacy Rights, Emergency and Safety Procedures and Personnel Records.
In terms of privacy rights policies, the handbook must addresses or gives emphasis to the following issues: the right of the employees to personal privacy even within the working environment, information technology and electronic mail privacy, and the expectation and requirements of the organisation for its employees in the practice of their accountabilities and duties in the workplace. In response to the issues of privacy rights, the company is in the position is to protect these rights at all costs unless the company crosses a clear legal boundary. The privacy protections limit the company’s liability in terms of workplace lawsuits.
The privacy protection policies enhance employee motivation and productivity because it secures the employees about their private rights even if they are working in an organisation. The policy enables the employee to work effectively because they are sure that the company is respecting their privacy. Since privacy rights policy is different for public and private sector employment, the company’s must make it sure that they adhere to the rules and regulations amended by the Supreme Court regarding this issue.
For this part of the paper, one of the ethical considerations that must be given emphasis is ethics in e-mail and voice mails. The company must give the employees the opportunity to use personal Email or Voice mail guarded that they do not interfere with or conflict with organization use.
Section 3: Employment
The next section to be considered is the Employment Section. This part describes the guidelines for eligibility of employees, employment status, and change in status and personnel record. This section is important for the employees to know their status in the company.
Section 4: Attendance and Leaves
This section discusses the attendance and leaves allowable for the employees. This part may include the work schedules, employee time sheets and time cards, sick leaves, vacation leaves, holidays, unpaid leaves of absence, family and medical leave, military leave (if needed), administrative leave, and accident in the line of duty. These opportunities are given to employees as part of their individual rights.
Section 5: Employee Conduct
One of the most essential parts of employee handbook is the inclusion of the employee conduct. In this section, the organization must include the details regarding the desired behavior expected by the company for their employees. The company may include the dress codes, office decorum, as well as the regulations regarding sexual harassments, use of alcohol, racial and sexual discrimination, safety, visitors, workplace violence, identification cars and name tags, drugs and tobacco in the workplace which includes pre-employment screening and post- accident testing, as well as disciplinary procedures.
Section 6: Grievances and Disciplinary Actions
The next section discusses the response of the company when an employee has not been able to follow the policies posited in the handbook. The section includes the grievance and appeal process, and disciplinary actions.
Section 7: Position Classification and Salary Administration
This section includes the classification of the positions that the employee may have and the salary given for each position.
Section 8: Training and Developments
The employee has the right to be trained and given the chance to develop their potentials, in this regard, this section of the employee handbook should provide details about the training and development programs that are given to an employee. In this regard, the employee may have the chance to identify which training and development programs will best fit his or her needs.
Section 9: Benefits and Services
This section provides information about the benefits that services offered to employees, both contractual and regular. This part may include but are not limited to health insurance, life insurance, long-term disability insurance, retirement program, flexible spending accounts plan, hospital services discounts, payroll deductions and facilities.
Section 10: Company Maps
The employee handbook should also have a part wherein they can see the features of the company they are working. The company maps, includes organisational structures, the location of the company and architectural design of the company building.
Section 11: Policy Changes
Since the company are trying to provide policies that adheres to the needs of the employees, there is a time that the company is changing some policies, in this regard this section can be useful for writing some policy changes and the effective date of the policy.
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