by GDI Insurance | GDI Insurance, Human Resources, Insurance
Free Employee Handbook Template In Word With Linked Table Of Contents
With today’s headlines having a well written and up to date Employee handbooks that explains the relationship and responsibilities of the employee and employer and provides clear communication on a variety of employment topics is just not optional if your business is to survive and if you really want to!
GDI Insurance Agency, Inc., provides a 180 page with a linked table of contents, employee handbook in Word so you can edit it as you see fit. You can download it here!
A get way to start. For our clients we also give them free access to attorneys to help establishes guides for the workplace and protects the employer from liability. (Sorry the legal cost we pay for our client is too high to give you that part) The good news is the manual has been updated for 2018 so you can’t go too wrong!
Why Do You Need An Employee Handbook?
An employee Handbooks specify expectations, rules and compensation. A comprehensive employee handbook will include information regarding:
- Compensation
- Benefits
- Dress code
- Human resources issues
- Time off
- Workers’ compensation
- Performance reviews
- Discipline and rewards
- Drug and alcohol policies
- Anti-discrimination policies
- Social media usage
- Safety guidelines
- And various other behavioral and procedural expectations.
Legal Protection When Drafting Your Employee Handbook
It is essential to be aware of and adhere to all federal, state and local laws. The employee handbook should clearly define the legal obligations and rights of both the employer and employee. The employee handbook is vital from a legal standpoint—in many employment lawsuits, the handbook will be a key piece of evidence that can either protect your company or provide ammunition for an employee (or former employee) who is suing you.
Not only with GDI Insurance Agency, Inc. give you a free template just for the asking. But we will set you up with access to free legal counsel to answer those small quick questions you may have while creating your employee handbook. No one does more for their clients than GDI Insurance Agency. This is our way of showing you what we have to offer. And it is free! ThinkHR is a paid service that GDI pays for and will give you access to just for asking.
The Value of Setting Employee Expectations
You can drastically reduce your liability by clearly laying out all employee expectations and prohibited behavior. Plain English and Readily Available Thorough, up-to-date, legally compliant, understandable and readily available—these are the essential characteristics of an effective employee handbook. Aside from keeping a current copy easily accessible to employees, it is also wise to have employees sign a form stating that they received and reviewed the employee handbook. This signature will ensure that an employee cannot later claim that he or she was unaware of a particular policy.
Human Resources For Your Company
Time Crunch HR departments are often short on time and inundated with numerous important tasks. With increasing pressure and a time crunch for all the responsibilities in HR, finding time to write an employee handbook and keep it updated, can be difficult.
GDI Insurance Agency, Inc. can provide you with educational resources and dozens of sample handbook policies to assist you as you put together your employee handbook and work to keep it updated. You can reach GDI Insurance Agency, Inc. at 209-634-2929.
Extra bonus free offer as well, we will also send you an new employee on boarding kit.
Please note all this is copyrighted, but we give you permission to use it in your business and to modify it as needed.
Let me know if you would like to know about our full OSHA compliance programs as well. Again free for the asking
by Grant Davis | Human Resources, Insurance
Keep Your Employee Handbook Updated
Especially in California, every company, regardless of industry and size, should have an employee handbook to help guide their employees’ behavior and protect them from potential lawsuits such as a wrongful termination. Make sure these important policies are included in every employee handbook. GDI Insurance Agency Inc. has built out extensive Human Resource programs that include employment handbooks, Onboarding Toolkits, and OSHA documentation, that is included for all of our clients at no additional cost.
Make Sure You Include These Items In Your Employee Handbook
- At Will Employment – Employers can destroy the at-will employment relationship through promises made in an employee handbook. Including this policy in handbook reinforces the at-will nature of employment. It should also state that the handbook is not a contract and may change at any time.
- Equal Employment Opportunity– This policy should comply with national (Title VII, Age Discrimination in Employment Act, Americans with Disabilities Act, etc.), state, and local anti-discrimination laws. Include protections based on race, religion, creed, color, sex, age, national origin, disability, military service, and other protected categories such as marital status, sexual orientation, gender identity, or transgender status.
- Pay and Hours of Work – An employer’s pay practices, including when the workweek begins and ends, payroll periods, and deductions from pay, should be included. The policy should include overtime rules such as when nonexempt employees are entitled to work overtime and any pre-approval procedures that are required.
- Family and Medical Leave – Employers subject to FMLA must inform employees of their eligibility and rights under the act. Include whether employees need to exhaust paid time off before taking FMLA leave, that benefits will continue during leave, and that they may resume the same or equivalent job when they return. Also include other company requirements, such as medical certification or notice requirements, and any applicable state and local leave rules.
- Safety – The safety section of the handbook should affirm the company’s commitment to their employees to provide a safe and healthy work environment. It will vary by industry, but it should align with the OSHA requirements that apply to the company, including health and safety policies, emergency preparedness plans, and equipment safety and use guidelines.
- Attendance and Tardiness – Employers may use a range of procedures for attendance, but it’s important to lay out the company’s guidelines and expectations for how much notice is required, who to report absences or tardiness to, and disciplinary actions that may be taken if procedures are not followed.
- Standard of Conduct – Employees look to the organization to provide them with the “rules of the road” for workplace behavior. Policies should include organizational rules to help employees understand what is expected of them while at work and what behaviors may result in disciplinary action.
- Anti-Harassment – This policy should be comprehensive, effective, and realistic. It should define harassment, set forth avenues for reporting it up through the executive level or board of directors if the boss is the alleged harasser, and offer a degree of confidentiality and support. It also needs to include an anti-retaliation
statement. It’s important this policy reach beyond sexual harassment to include people in every protected category.
- Internet and Electronic Communication – A well-drafted policy reminds employees that company computers and networks exist for business purposes and not for personal activities. It should clearly state that there is no expectation of privacy on work computers and security is not guaranteed.
- Military Leave – This policy should inform employees of their right to unpaid military leave under the Uniformed Services Employment and Reemployment Rights Act, including their right to elect to continue health plan coverage for up to 24 months.
GDI Insurance Agency Inc. Your Trusted Insurance Broker
Learn how you can offer your company the protection of a fully compliant, federal and state handbook. Contact us today at 1-888-991-2929.
