Human Resource Employee Handbook



Producing a human resource employee handbook can be extremely simple by using one of the thousands of software choices available for almost nothing! When I say almost nothing I am talking about less than fifty dollars in most cases. Yes you can get a little nuts and use an employment attorney to build it from scratch, but in the end you will have the same type of product. Maybe the one produced by the employment attorney will be more personalized, but will cost you hundreds, if not thousands of dollars more!















When you are considering what to include in your employee handbook it is wise to think about a couple of different things. The first would be to understand what the state and federal laws require! Let me give you just a couple of examples, discrimination, sexual harassment, Family Medical Leave Act, and the Americans with Disabilities Act. Again, these are just a couple of the required laws that you will want to consider in your employee manual. The advantage of using a employee policy template software is that a lot of this is already written exactly the way the law requires. In other words you do not have to reinvent the wheel!

Other examples of what you may want to include in your human resource employee handbook would be an attendance policy, progressive discipline policy, smoking policy, use of business property, use of computers for personal reasons, and so on.

Using employee policy template software will allow you to use a prewritten policy while adding/changing it to meet your specific needs. Let's take an attendance policy for example. Your employee handbook should include a policy that defines what type of attendance is acceptable and what is not. How many unscheduled absences are allowed before you take disciplinary action? I define an unscheduled absence as a day that someone is scheduled to work but due to unexpected reasons they are not able to make it. An illness would be an example of this. So how many times would someone be allowed to miss due to illness? Build that right into your employee manual!

So now let's talk about possibly having a policy on gossip in your human resource employee handbook. From my experience I would say that gossip is very destructive to most business environments and should carry with it some form of discipline. Gossip causes fights, poor performance, turnover, law suits, etc. I could go on listing plenty more, but I hope you get the point. It is not a good thing to have around. So what do you want to do about it? How do you want to define it? Would it be cause for immediate termination?

A human resource employee handbook should also define what behavioral problems could result in immediate termination. Just to give you a couple of examples; physically fighting, stealing, falsifying time cards or any other official company document, gross insubordination, someone doesn't call or show up to work, etc. This should give you a taste of what you may want to consider.

I personally feel using a employee manual template is the wise way to go, but certainly it is your choice based on your experience.

Good Luck and May God Bless You!

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