Avoid Problems: Create an Employee Handbook Now

If your company isn’t familiar with the term “onboarding,” it should become so quickly. More companies are realizing the importance of onboarding new employees, especially in the field of accounting. Everything from the mission of the company to its policies, from dress code to volunteer work; the inner workings of the company are what helps new employees survive the first year. One of the biggest cogs of the onboarding experience is the employee handbook.

Why are employee handbooks important? 

An employee handbook is a communication tool between the company and its employees. It sets forth expectations, the mission of the company, rules and regulations of the position, policies for office machine usage, and so on. It helps the employee become familiar with how things are done. Most employees have to sign off on receiving the handbook, along with an HR representative. The larger your company, the more important it is to have a handbook. Communication can get lost, and if your hiring manager is bringing on someone new every few weeks, then it’s safe to say that the ball may get dropped occasionally with communicating all expectations.

What are the necessary components of a handbook?  

A good handbook will provide an array of information, starting with the company’s history. It’s important for employees to know how a company began, its roots, and how it grew.  Clients are going to want to know what sets you apart from the rest of the pack and if your company has an interesting background or start-up it could just seal the deal. You also want to make sure you have the company’s business philosophy, expected normal working hours (making sure to clarify if overtime is expected during tax season), pay rate and salary, overtime pay, benefits, drug and alcohol policies, employee safety, electronic communications and usage, harassment (and any pieces of training that are required), disciplinary procedures, attendance and dress code policies, and complaints (i.e.: discrimination).

Close any loopholes you can.

When developing an employee handbook, not every workplace situation can possibly be covered. It’s good practice to say as much in the handbook. Make sure you discuss that while the handbook covers primary company policies, the understanding is for employees to conduct themselves in an appropriate manner and to bring any and all situations to HR, to ask questions if they do not see something covered in the handbook and that the company reserves the right to terminate for reasons that may not be stated in the handbook. This will help employees understand where they stand and protect your company in case of any court proceedings due to termination or a disgruntled employee.

Having a well-written and thorough employee handbook not only strengthens communications between you and your staff, but it clearly sets forth your expectations of your employees. PrideStaff Financial understands the importance of good company/employee relations. As one of the top staffing agencies in the nation, we can help you bring in the top talent you need. Contact us today to learn more.