Are you covered if an Employee goes rogue?
Termination and Unfair Dismissal claims
Bullying and Sexual Harassment Claims
Ensuring a safe working environment
Absence and Sick leave …………………
THE LIST GOES ON!
Introducing the “PLAIN ENGLISH”
I know what you’re thinking:
Employee handbooks are for the BIG corporate world!
They’re stuffy, full of legal jargon and technical terms, and they don’t really fit with my company.
I don’t want my employees to feel like they’re being suffocated with policies and rules.
Do I really need my company’s employee handbook with such a small team? It seems kind of silly!
I’ve also heard you say things like:
want to create a good company culture!
want to encourage team and personal development.
don’t know how to hold my employees accountable.
thought I made (insert policy/guideline) super clear when I hired them! Why is this an issue?
no clue how to handle (insert employee issue, such as attendance, behavioral problems, etc.) I have going on right now!
An Employee Handbook can potentially limit or totally avoid many of these issues. With this Handbook when something does come up (and it will), you’ll be prepared to handle it confidently and consistently.
What is an Employee Handbook?
A company employee handbook is a tool to help you communicate how employees can best work with your company. It’s designed to speak directly to them. It should be written in a clear, straightforward manner, that’s easy to navigate.
It can be a physical document or it can be electronic (PDF). In either format, you should always have your team members sign off that they have received, read, and understand the employee handbook – and have them sign off again when you update it, too!
You should cover basic policies and employment-related procedures in your handbook. It’s not meant to be an all-encompassing document, otherwise, it would be 500+ pages long – and no-one will ever read that.
Your handbook should cover the basics that anyone might have a question about when being recruited for a new job and also for the team members you already have on board.
Each policy, if brought individually, will cost you up to $150 EACH
That is $1,500 worth of value for $297
HOW CRAZY IS THAT????
Attendance and Absenteeism
Anti-discrimination, EEO and Bullying Policy
Social Media Policy
Email, Internet and Computer System Policy
Workplace Bullying Policy
Workplace Drug and Alcohol Policy
Work Health and Safety Policy
need an employee handbook!
1 – Set and Meet Employee Expectations
Employees expect their employer to communicate with them in a straightforward way about all sorts of things. Just having a handbook demonstrates that you understand employees’ needs for information, and it can go a long way toward making a positive first impression on a new employee.
2 – Get Employees to Behave In A Certain Way
A handbook should outline for employees how to behave and perform and what will happen if they fail to meet those expectations. Among other things, a handbook should guide employees on how to request time off from work, complain about operational matters or possible harassment, keep a time record, report possible theft or workplace violence, dress appropriately, refrain from drug and alcohol use, maintain confidential information, use electronic resources, comply with laws, etc. What you have will depend on your business and Industry to some degree.
3 – Treat Employees Consistently
A handbook tailored to the way you do business helps ensure that managers across the business handle issues consistently. A handbook should not be an “instruction book” on how to manage or deal with every conceivable problem or issue, but it should provide a framework for managers to follow
4 – Ensure clear and consistent communication with all employees
No more forgetting what you told each employee and no more room for ambiguity! One of the biggest reasons employees file with Fair Work is due to unfair practices. You might think, “I’d never unfairly treated anyone!” And your intentions might be good and pure. However, it’s easy to do when you have no clear way to communicate policies, procedures, and expectations with your entire team. A handbook is a guide for your employees and can also provide protection for you and your company in the case of a disgruntled employee
5 – Guides employees on how to handle various situations
Most employee handbooks provide some guidance on how to handle problems employees might face at work. What is the policy on sexual harassment? Who should they report concerns about drug or alcohol abuse to? What about leave and Bullying in the workplace?
6 – It will make your life easier!
No more trying to remember what your policies are or what you told one employee versus another about how leave works. An company employee handbook has all this important information covered.
There you have it – 6 reasons why you really do need an employee handbook!
That’s a whopping saving of over 70%
A Guide For Our Employees
But don’t take our word for it – this is what our clients say
Paulette McCormack from Fresh HR Insights Pty Ltd worked with us to create a contract of employment and an employee handbook. Paulette’s straight-forward approach was refreshing and welcomed by all – she drew on her wealth of experience to deliver this face to face to our team and explained everything in a simplistic manner we could all relate to. Willing to go above and beyond normal practice to ensure we were compliant, Paulette’s timely advice and availability to assist whenever needed has made us grateful to have had the assistance of Paulette and Fresh HR Insights in this matter. As we were consumed with opening our new business Paulette just did what was needed and took the stress off us. We recommend Paulette and Fresh HR Insights to any business that has employee’s and needs a realistic approach to their HR needs.
Paulette has a lot of knowledge and is very easy to work with. It’s really given us at National Kitchen Equipment peace of mind knowing we have the help we need with our HR
Unlike other companies we approached, Fresh HR Insights Pty Ltd, were always available to answer our questions, discuss our needs and be our helping hand. Paulette is so accommodating and it was refreshing to be provided with a happy, smiling face. We would definitely recommend Fresh HR Insights Pty Ltd to other growing companies and we are excited to develop our relationship further”
Thank you for your assistance with some tricky HR matters recently. I have really enjoyed working with you. Your approach to the situation was well researched, very practical and professional. I wouldn’t hesitate in recommending your services to anyone and have in fact, passed on a recommendation to your services to a number of colleagues.
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