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What Should Be Included In An Employee Handbook?

What Should Be Included In An Employee Handbook?

What Should Be Included In An Employee Handbook


What Should Be Included In An Employee Handbook?

An employee handbook, also familiar as an employee manual or staff handbook, an Employee handbook is a book given to employees by an employer. Generally, the employee handbook contains information about the company’s code of conduct, policies, and procedures.

An employee handbook shall remove all kinds of’ unspoken questions as to what employers expect from their employees. Maximum small business owners may wish to establish code of conduct or policies by themselves and want to take full responsibility for enforcing, previewing, and upgrading all information in their employee’s handbook. If you run or manage the large business organization, typically the duty falls upon the authorities of human resource division.

During the time of joining or orientation, each and every employee should get a copy of the employee handbook, and any upgrading versions might be placed to existing employees to keep a continuous flow of communication going.  Proper feedback or responses from employees will also help to management exactly what kind of information would be useful to include helping an employee be beneficial on the job.


Topics should be included in an employee handbook are:

  • Temporary employment policy
  • Resignations
  • Retirement
  • Pay periods
  • Pension plans
  • Salary calculations
  • Salary deductions
  • Schedule of work
  • Different Types Of Employment Leaves
  • Sick leave
  • Timecards
  • Work evaluation
  • Work habits
  • Work periods
  • Working hours
  • Worker’s compensation
  • Accidents
  • Benefits
  • Cleanliness
  • Coffee breaks
  • Complaints
  • Confidentiality of work
  • Fire
  • Intoxication
  • Military service
  • Misconduct
  • Office supplies usage
  • Ordering of supplies
  • Organizational chart
  • Orientation
  • Overtime
  • Absences
  • Decorum
  • Discrimination
  • Dismissals
  • Emergencies
  • Parking for employees
  • Paydays
  • Personal mail
  • Personal phone calls
  • Personal visitors
  • Probationary periods
  • Professional ethics
  • Promotions
  • Re-employment rights
  • Smoking policies
  • Tardiness

Make sure one thing that the handbook is being edited that comprises all practices is consistent with the company’s growth planning and reflects the current company’s philosophies and objectives. Also, an employer should keep in mind two disclaimers that should be included in the beginning to the handbook:

  • Handbook is just a direction that we shall do not an employment contract between the employee and the employer.
  • At the discretion of the company, employee might be dismissed.

By involving these types of disclaimers in the employment handbook shall help you to avoid the future unexpected situation from terminated employees. While the preparation of making a handbook is completed, it should check out or verified by a legal counselor to make it sure that it’s consistent with current state and local employment rules and regulations.

An employee handbook I significant to every organization’s growth and structure because it reflects to the employees just the expectation of the employer and the company will provide in terms of a professional working environment.

Probably, the biggest importer of an employee handbook is its ability to highlight the attention of employees on the performance of their jobs.

About Mohammed Ahaduzzaman

Mr. Zaman is a Founder and Freelance Writer @ BBALectures Blog! Blogging is his passion. He loves writing on Entrepreneurship, Finances, Accounting, HR and Business Issues. By profession, He serving as Accounting Professional at Zaman Accounting.

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