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Employee Handbook Checklist

 

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Employee Handbook Checklist The purpose of this Employee Handbook Checklist is to create and share an information point about employee handbook development to help organizations with specifying their employement policies and standards. The checklist will be helpful for managers and accountants as well as for other people involved in company employee management.


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  1. Employement Policy.
    • About the Company. Write a few sentences about your company. Focus on such information as foundation date, names of senior staff, strategic vision, number of employees, main products/services, and the like.
    • Employee Induction. In your employee handbook, add a reference to the employee induction policy that specifies how the company acts when a new employee joins.
    • Employment Terms and Conditions. Create a statement of employment terms and conditions to explain your personnel how they are treated as being employed.
    • Relocation Policy. Describe how the company will help an employee in cases this employee is reallocated to a new position or is assigned to additional duties and responsibilities. Also express the company’s readiness to cover relocation expenses.
    • Probation Period. Determine an amount of days, weeks and/or months a newcomer has to pass to reach required standards and become an employed worker of your company. Also specify rules for extending the probation period.
    • Hours of Work. Provide a standard pattern of normal working hours.
    • Employee Attendance and Absence. Describe how your company monitors employee attendance, what methods are used to control employee absence, and what penalties are applied to unauthorized employee absence.
    • Conflict of Interest. Require every worker for the need to discuss and settle conflict situations with their direct managers or supervisors.
    • Behavioral Standards. Explain your employees how they should behave themselves in typical situations and how they should deal with confidentiality, telephones & correspondence, smoking, bribery, computer and Internet use, receipt of presents and gifts, harassment.
  2. Benefits, Pay & Pensions.
    • Salary Arrangements. Specify pay rules that determine how full-time, part-time and voluntary employees are paid for their work.
    • Overtime. Create a matrix of pay tariffs that determine how employees are paid for time worked beyond the regular schedule.
    • Income Tax. Specify the income tax rate and explain how and when the tax will be calculated.
    • Business Travel. Define all monetary and non-monetary benefits your company provides to its worker when they are in a business trip.
    • Sickness Pay Provision. List all medical benefits (including stationary and occupational sick pays) your employees gain when they are absent because of sickness.
    • Pension Scheme. Define your company’s pension scheme, what contributions are provided by the company, and how your employees are paid if they leave the company.
  3. Leave Arrangements.
    • Annual Leave. Define rules that specify the total amount of calendar days every employee can use for annual leave. Also create a pay policy that determines how employees are paid during annual leave.
    • Parental Leave. Specify how employees who have or expect to have responsibility for a child can take parental leave (including maternity leave and paternity leave) and how they are paid for that leave.
    • Time-Off For Dependants. Define how an employee can take a reasonable amount of time-off to deal with certain prescribed emergencies involving certain dependants and whether this time-off period is paid.
  4. Health & Safety.
    • Workplace Accident. Make a list of procedures to be carried out by personnel in the event of an accident in the workplace.
    • First aid. Be sure to add first aid procedures in your employee handbook to explain how employees should give first aid and how they can reach the first aid toolkit.
    • Fire Safety. Specify a fire safety quick guide that refers to the corporate fire safety policy, including the file prevention plan and the evacuation plan.
    • Personal Safety. Create a list of personal safety requirements to define how your employees should act in a dangerous situation.
  5. Training and Development.
    • Training and Development Policy. Express the company readiness to provide workforce with all possible training and development opportunities...


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