Employee Handbook Having the urge of in need of an employee handbook due to employee and employer issues; had leaded me to read case studies and professional websites that explain the importance of an employee handbook and how to create one. I have searched for mandatory and recommended policies that an employee handbook should include. I have found legal information that we need to know in the state of California. I have learned the purposes and choices of creating an employee handbook. One of the case studies I read explained that documentation made the difference in their company. Another case study had an employer failed to distribute the revised policy to its current employees leading to consequences. I also read articles with reasons why companies need social media policy. I have read all the required employee benefits that an employee handbook should include. Reading all the material needed to create an employee handbook has given me the knowledge that an employee handbook not only makes a business professional but it is an essential tool to make any company succeed. CalChamber Where Advocacy Meets Compliance: Employee Handbook An employee handbook is very important, it does not matter the size of the company, as long as there is rules and regulations to make a successful company. When creating an employee handbook it is extremely important to include mandatory policies along with recommended policies. These important policies benefit the company in all aspects. There are many reasons for creating an employee handbook. Some of the important reasons include complying with federal and state regulations, to ensure fair treatment to all employees, to avoid misunderstandings and lawsuit, to orient new emplo... ... middle of paper ... ...ertain benefits, or that have a variety of options, makes them feel safe, and they tend to be happy with the company, employers, and work. (Jeanne A. Hulit) 2012 Conclusion While reading the material needed to create an employee handbook, I have learned what an employee handbook is and the importance of creating one. All the information I have acquired has given me the excitement of creating an employee handbook for the company that I work for. The employee handbook will include variety of policies and benefits and I will make sure every employee handbook gets distributed to each employee to prevent issues. I highly recommend that every company should have an employee handbook to keep their employers and employees safe. The company that I work for will become a professional and successful company with an essential employee handbook that I will soon create.
Employee manuals are an important document for employees and employers alike. This document provides the fundamental information that a company may wish to convey to its new employees and as a refresher for old employees. It is a general rule that all businesses with fifteen or more full-time or part-time employees should have an employee manual (Pestronk). Once a business has fulfilled the minimum requirement of fifteen employees “it becomes subject to the equal-employment opportunity provisions of the federal civil rights laws,” and consequently th...
“To make your company competitive and attractive to job candidates you have to offer an exceptional total benefits package” (Obringer, 2003, para.1). This is especially true in the current economic environment. The employee’s needs are changing so businesses are having to rethink their compensation and benefits packages. The home improvement industry is no exception to this phenomenon. Companies like Ace Hardware, Lowes Home Improvement, and The Home Depot have had to adapt their benefits packages to stay competitive in an industry with an ever-changing employee demographic. The following pages will include a comparison of all the benefits offered by Ace Hardware, Lowes Home Improvement, and The Home Depot, as well as, a glimpse into whether or not their strategies seem to have been successful. The majority of the benefits are available to all employees, but some of them are only available to corporate team members. To make sure that all of the available benefits are covered and for comparisons sake, the focus of this report will be on the corporate level of benefits. Also due to the wide salary ranges between low level employees and corporate employees, this report will not focus on salaries.
labor law term used for contractual relationships in which an employee can be terminated by an employer for any reason, without just cause, and without warning. And, unless stated in an employee handbook, the employee is equally free to quit at will, cease to work, or strike. Ms. Barton and her colleagues have co-authored a resource guide for employers with the goal of helping them develop effective policies that promote fairness in the workplace, and comply with Arizona state law.
68). If you consider BP put profits before people by reducing budgets to maintain and replace equipment, had a high rate of overtime, and did not ensure adequate resources to sustain competent safety performance. BP’s strategic aims were to make a profit without consideration to employee or environmental safety. In this case, it was not wise to align HR strategies to company goals. BP’s HR strategy should have included planning to meet the required employees with the required safety competencies along with providing the company required safety and ethical training. Management training should include ethical, safety, corporate responsibility, and communication. The performance appraisal strategies should have included safety measurements and accountability and establishing better communication and trust between managers and employees. A Safety Division should be established along with policies and procedures governing all aspects of a safe work environment. Ultimately, helping management create a safe, responsible, accountable, team oriented, and trusting company
...it would also benefit employees. Its methods can be useful to all types of companies, as proven by the broad research. If an employee reads this book, it will help them better understand how the company will run and how they can use their strengths to help develop the company. I believe managers can set up a presentation on this book for their employees and this would put everyone on the same page toward their goals.
Bennett, Alexander, Hartman (2003), Employment Law for Business, Fourth Edition I., The Regulation of the Employment Relationship, The McGraw-Hill Companies.
Remington, J., Heiser, R., Smythe, C., & Sovereign, K. (2012). Human resources law (5th ed.). Upper Saddle River, NJ: Prentice Hall.
Employer's should be clear as to what is expected employees from the very beginning when the employment relationship is established. For some reason or other employees often feel exploited when their expectations and actual duties are conflicting. Employee's quitting or contemplating quitting often seek legal advise when they feel they have been
Bennett-Alexander, D.; Hartman, L (2012) Employment Law for Business 7th Edition. New York, NY. McGraw-Hill Companies Inc.
Employee benefits coordinator play a significant role in Human Resource Management. Employee Benefits coordinators are responsible for assisting with employee benefits, maintaining employee data base, managing all insurance billings and maintain employee files, sick pay, vacation and retirement. This study explores the importance of employee benefits to corporations, government agencies and non profit organizations. This paper also researches the effects on the management team and on individual employees’.
The organization is able to manage a high coverage of risks at relative low costs owing to the availability of highly skilled personnel in the company’s team of employees. This benefit also brings about another advantage of easing the financial burden of the organization (Johnson, 2016). Besides, effective employee benefit system offered by the organization could improve the general productivity. This benefit is attributed to the fact that employees tent to be more effective when they are given assurance of job security. In addition, workers become more productive when they and their families are given the desired security by the employer. The other benefit to the organization if it employs an effective compensation and benefits system entail benefits from premiums (Wayne, Shore, M., Bommer, & Tetrick, 2002). These premiums are typically tax deductibles as corporate expense. As such, a company that has an effective compensation and benefits system is likely save extra money for other
Therefore, the employees may not know how they should behave and how they are expected to behave for customers. Therefore, the restaurant should review its manual. According to Wilson’s article, he mentions that “an operation manual is the road map for a successful restaurant” (Wilson). Manuals show employees about operating policies, operating standards, and the philosophy and unique points from other restaurants (Wilson). Manuals facilitate employees at the restaurant to work and make good services consistently. Also, by reading and knowing these manuals well, they would lead employees to become better workers and to create confidence for them toward their jobs. Having confidence leads to raise their motivation toward their jobs so they could give better services to their customers. When a manager at the restaurant hires new employees and holds orientations, he or she should read the manual in front of new employees and provide it to them. Moreover, in order to not forget contents of the manual, the manager and all of the employees should have short meetings to review the manual together frequently, at least once a week, before they start
Obstacles can occur in any organization. Although the organization should treat that problems for its benefits to satisfy company’s employees and customers. While I trained in employee relations department I noticed that employee relations department suffers from several issues that I worked to solved through my project.
Since the company is busy in the downsizing, it seems that effective internal controls are not in place and therefore it is recommended that there should be written policy regarding the implementation of internal controls by the employees. This trend should be set by the management from top to bottom so that every employee must be aware of its role.
All of the policies for human resource management should be in accordance with legal necessities. Firms should behave in the flame of regulations which are the implementation of laws or putting it into practice. (Genc, 2014) Regulations which must be followed include Labour law and quality standards. In general HR Specialist must make sure that the organization policies and practices are in line with the laws of the country, because noncompliance of regulations has negative