Wgu Employee Handbook
Mallory Chowansky
To help you build the best employee handbook, we crafted a template to give you a headstart in creating your own document. Download the full Employee Handbook template in .doc and pdf format by clicking on the links at the bottom of this page.
Keep in mind that our employee handbook examples and relevant advice are not legal documents and may not take into account all relevant local or national laws. Neither the author nor Workable will assume any legal liability that may arise from the use of these templates. Please ask your attorney to review your finalized policy documents or Handbook.
1. Leverage Modern Technology and Digital Accessibility: In today's digital age, it is critical to highlight the importance of making your employee handbook accessible online and via mobile devices. In addition to this improving the employee experience, it also makes it easier for HR managers to update and distribute the handbook efficiently. Using technology to create interactive and engaging digital handbooks that include multimedia elements such as videos, infographics, and search functionalities will help keep the content engaging and move business operations to paperless.
2. Include COVID-19 Policies and Remote Work Guidelines: Given the recent global events and the rise of remote work, it's essential to add a section on COVID-19 policies and remote work guidelines to your employee handbook. Covering these topics help employees understand the company's response to the pandemic, safety measures, and remote work expectations.
3. Address Diversity, Equity, and Inclusion (DEI) Initiatives: It is absolutely necessary to dedicate a significant portion of your employee handbook to diversity, equity, and inclusion in order to showcase your company's commitment to fostering an inclusive workplace. In the template, highlight your organization's policies and initiatives related to DEI, including training programs, anti-discrimination policies, and reporting mechanisms. Promoting a diverse and inclusive workplace for not only legal compliance but also for the positive impact it has on employee morale, productivity, and innovation.
There is no law requiring you to have an employee handbook. However, many federal and state laws require employers to inform employees of their rights in the workplace. Your staff handbook is one of the best ways to deliver this information to your employees.
[blockquote full-width="true"]While they can serve as inspiration, your own employee handbook needs to reflect the characteristics of your company, including personality, norms, and legal requirements.[/blockquote]
Keep in mind, though, that examples are just that. While they can serve as inspiration, your own employee handbook needs to reflect the characteristics of your company, including personality, norms, and legal requirements.
The 7 examples we provided above give some insight into how to create an attractive handbook that employees will want to read. But in the end, it's vital to tailor your employee handbook to your own business requirements.
Regardless of your industry, business size or number of employees, an employee handbook is a useful resource and communication tool for both employers and employees. Creating the employee handbook can be an overwhelming and daunting task, however. In this article, we provide information on the benefits of an employee handbook, what to include in an employee handbook and how often to review and update an employee handbook.
The employee handbook should provide an easy-to-understand description of each policy, program or procedure. If more detail is required for a specific policy, program or procedure, you may want to consider creating a separate, stand-alone document with a summary of it in the employee handbook, along with information on where an employee can find more information on the policy.
An employee handbook is not an employment agreement, and as such, it should include a brief statement confirming that the handbook does not create an employment contract. The employee handbook should not use legal jargon, but instead should be written so it is easily understandable for employees.
An employee handbook sets clear expectations for employees and company management. When difficult questions arise about whether something can or cannot be done, management can refer to the employee handbook for clarity. Additionally, employees will know what is expected of them, thereby reducing the risk of confusion or disciplinary actions later on.
When an employee handbook sets clear standards and procedures for a wide range of scenarios, you can minimize the guesswork involved in managing your staff. For instance, if your business has a carefully crafted travel policy, you can avoid questions regarding limits on airfare that is reimbursed. If you have a professional development policy, you can take the heat off a manager to make decisions about whether an employee should be allowed to attend an expensive conference.
The employee handbook is an opportunity to welcome new employees, provide information about the company and affirm company values. In addition to policies and procedures that impact the workplace regularly, the employee handbook can also include the company mission, vision and values.
Depending on where your company is located, there may be legal requirements that impact what to include in the anti-harassment and non-discrimination policy. Additionally, some jurisdictions require companies to have an anti-harassment and non-discrimination policy. You may want to have an attorney review your anti-harassment and non-discrimination policy to ensure that you are complying with applicable laws and regulations.
The code of conduct is essentially a summary of the expectations for employee behavior while on the job. For instance, the code of conduct may include policies regarding attendance, tardiness, cell phone use and telecommuting. The code of conduct sets clear expectations for employees and management so there are no surprises. In some cases, a code of conduct may also provide a legal defense if an employee alleges that the employer used unfair disciplinary action.
Given the prevalence of cell phone use and social media, employers should consider including a communications policy in the employee handbook. A communication policy can include information about what is allowed and not allowed regarding company-owned cell phones, computers and devices while on the job, such as social media postings, personal calls or matters and communications with the media.
The employee handbook can be a useful tool to remind employees of benefits that are available to them, as well as any policies and procedures that impact compensation. For instance, if your company provides parental leave beyond what is required by the Family and Medical Leave Act, you should include it in the employee handbook. Similarly, if your remote workplace offers a stipend for computer expenses, you would also want to include this information in the handbook so employees are aware of the benefit and its parameters.
Issues often arise when an employee quits, is laid off or is fired. A clear policy regarding offboarding procedures can be incredibly helpful in avoiding disputes or confusion. Similarly, the employee handbook can also be an important part of the new employee onboarding process by informing employees of when and how often they are paid (weekly, biweekly, monthly), whether there is a waiting period before benefits start and any relevant standards for promotion.
You can provide printed copies of the employee handbook at new hire orientations and annual company training. If you are operating a remote workplace, you can email employees the employee handbook. You should also let employees know how they can access the employee handbook at any time, whether through a printed copy available in the company break room or an electronic copy on a company intranet or shared Google Drive.
Company management should review the employee handbook regularly to ensure that the policies and procedures are being followed and align with company practices. The employee handbook should be updated as necessary, with updates promptly communicated to employees.
1. Keep the tone positive, professional and understandable.
2. Avoid legal jargon or confusing terminology.
3. Keep a copy of the employee handbook readily available to all employees.
4. Retain employee acknowledgments in their personnel files.
5. Include contact information for the company representative available to answer questions.
6. Promptly communicate updates to employees.
There is no set time frame on how frequently an employee handbook should be reviewed and updated, but an employer may want to establish an internal review standard, such as every two years. Additionally, the employee handbook should be reviewed and updated any time there is a change in the law that impacts the policies and procedures in the employee handbook.
Cassie is a deputy editor collaborating with teams around the world while living in the beautiful hills of Kentucky. Focusing on bringing growth to small businesses, she is passionate about economic development and has held positions on the boards of directors of two non-profit organizations seeking to revitalize her former railroad town. Prior to joining the team at Forbes Advisor, Cassie was a content operations manager and copywriting manager.
An employee handbook can be a valuable communication resource for both the employer and the employee. It provides guidance and information related to the organization's history, mission, values, policies, procedures and benefits in a written format. It is also viewed as a means of protecting the employer against discrimination or unfair treatment claims. It is an easily accessible guide to the company's policies and practices as well as an overview of the expectations of management. In contrast, a policy is a written statement that reflects the employer's standards and objectives relating to various employee activities and employment-related matters.
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