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Hub You - Employee Handbooks - 3 Reasons a Small Business Should Have One
Enough cannot be said about the importance of educating yourself. No matter how much you think you know about home businesses, marketing, selling, managing, etc., there is at least that much more out there to learn!Effective marketing is essential to a successful business. As more and more people turn to the internet as a marketing tool, the demands for finding new and unique ways of attracting customers increase. In order to stay competitive, you need to keep reading and learning about the latest and greatest techniques available to drive targeted traffic to your site and then convert this traffic into customers. Visit discussion boards relating to your business and you'll learn there is a whole community of others who are willing to offer suggestions and advice on staying ahead.<
3. Employment Categories:
a. Full Time,
b. Part Time,
c. Temporary
4. Compensation:
a. Payment of salary,
b. Overtime,
c. Employment records
d. Raises/merit increases
5. Time Off:
a. Vacation,
b. Personal time/Absences due to illness
c. Leave due to Family and Medical Leave Act,
d. Company Holidays
6. Employee Benefits:
a. Health Insurance
b. Flexible Spending Account
c. Group Life Insurance
d. Retirement Plan
e. Workers Compensation Benefits
7. On
My bag topped out at 32 kilos or about 70 pounds as I gave an innocent look to the ticket agent at BWI airport. I thought I was doing well as I had at least three extra inches of room depth for additional items inside of the bag. The ticket agent informed me that they weren't allowed to take on a bag weighing over 30 kilos, so I used my backup portable bag to transfer some of the weight. I needed to take a wide variety of items and clothing for activities that ranged from hiking and casual city clothing to the theatre plus all of my camera gear. I did manage to get 3 kilos into my backup bag, but I still had to pay $30 for a heavy bag charge. Taking less 'stuff' on multi-week travels has always been a challenge, especially when my empty bag weights 12 kilos!When I do travel, it giv
Here are three reasons to develop and use an employee handbook:
1. Provides a source of information about company policies and procedures which is good for both managers and employees. By having a well written employee handbook you provide a source for your employees and managers to use to gain information on the company's policies such as attendance, dress codes, work hours, pay and performance issues as well as procedures on requesting vacation time (if applicable), notifying the company regarding unscheduled absences, and the disciplinary process.
2. Gives clarity and direction for your managers and supervisors on how to handle certain employment issues. By providing written policies and procedures you enable your managers and supervisors to handle all employees consistently and fairly.
3. Sets expectations for employees and helps to avoid misunderstandings and unacceptable behavior.
Based on size, not every small business needs an employment manual. If you only have a few employees and your workforce is stable (limited turnover) you probably don't need a written employee handbook. But, if your small business is growing or you have more than one location an employee handbook will help smooth out your growing pains and keep your processes and procedures consistent. You may even want to create two manuals: one for all your employees which contains the basic information needed as well as general company information; and a more detailed policy manual for supervisors and managers which provides comprehensive information and procedures for each policy.
Most employee handbooks contain the following information:
1. Company Overview: Provide some history on your company; include a vision statement, information about your company’s culture, ethics, goals and management philosophy.
2. Equal Opportunity Statement, Non Discrimination, Anti-Harassment Policy, Americans with Disabilities Act Policy
3. Employment Categories:
a. Full Time,
b. Part Time,
c. Temporary
4. Compensation:
a. Payment of salary,
b. Overtime,
c. Employment records
d. Raises/merit increases
5. Time Off:
a. Vacation,
b. Personal time/Absences due to illness
c. Leave due to Family and Medical Leave Act,
d. Company Holidays
6. Employee Benefits:
a. Health Insurance
b. Flexible Spending Account
c. Group Life Insurance
d. Retirement Plan
e. Workers Compensation Benefits
7. On
People often want career advancement for different reasons. Many of us feel the burden of our bills forcing us to desire more, yet for some the ambition alone will push them for advancement. The reasons “why” are many, however the answers of “how” are very few.Up, Over, or Out?If you are unemployed, your goal is simple… “to obtain a new job”. However, for those that are already employed there is a large grey area. The first step is to properly identify yourself honestly. By examining your work habits and accomplishments you can better determine the best course of action. More simply, if you have been unproductive you will not likely be up for any serious promotions anytime soon. Sometimes it is better to seek outside employment and start over again fresh.If you
2. Gives clarity and direction for your managers and supervisors on how to handle certain employment issues. By providing written policies and procedures you enable your managers and supervisors to handle all employees consistently and fairly.
3. Sets expectations for employees and helps to avoid misunderstandings and unacceptable behavior.
Based on size, not every small business needs an employment manual. If you only have a few employees and your workforce is stable (limited turnover) you probably don't need a written employee handbook. But, if your small business is growing or you have more than one location an employee handbook will help smooth out your growing pains and keep your processes and procedures consistent. You may even want to create two manuals: one for all your employees which contains the basic information needed as well as general company information; and a more detailed policy manual for supervisors and managers which provides comprehensive information and procedures for each policy.
Most employee handbooks contain the following information:
1. Company Overview: Provide some history on your company; include a vision statement, information about your company’s culture, ethics, goals and management philosophy.
2. Equal Opportunity Statement, Non Discrimination, Anti-Harassment Policy, Americans with Disabilities Act Policy
3. Employment Categories:
a. Full Time,
b. Part Time,
c. Temporary
4. Compensation:
a. Payment of salary,
b. Overtime,
c. Employment records
d. Raises/merit increases
5. Time Off:
a. Vacation,
b. Personal time/Absences due to illness
c. Leave due to Family and Medical Leave Act,
d. Company Holidays
6. Employee Benefits:
a. Health Insurance
b. Flexible Spending Account
c. Group Life Insurance
d. Retirement Plan
e. Workers Compensation Benefits
7. On
I was asked the other day an interesting question regarding whether it is presently a good time to apply for pharmaceutical rep jobs. Has the industry reached a peak? Is it in a slump or in between? Well, the answer is it depends on the company. Each pharmaceutical company goes through cycles where there seems to be growth in sales force numbers at times and then there are low periods where hiring freezes and even layoffs could occur. These depend largely on what's happening to the pharmaceutical company's product lines.Many companies have been caught without new products for the market when suddenly some of their original blockbuster drugs got genericized or pulled from the market due to other factors. The drug Vioxx from Merck is such an example. With nothing else new to promote
3. Sets expectations for employees and helps to avoid misunderstandings and unacceptable behavior.
Based on size, not every small business needs an employment manual. If you only have a few employees and your workforce is stable (limited turnover) you probably don't need a written employee handbook. But, if your small business is growing or you have more than one location an employee handbook will help smooth out your growing pains and keep your processes and procedures consistent. You may even want to create two manuals: one for all your employees which contains the basic information needed as well as general company information; and a more detailed policy manual for supervisors and managers which provides comprehensive information and procedures for each policy.
Most employee handbooks contain the following information:
1. Company Overview: Provide some history on your company; include a vision statement, information about your company’s culture, ethics, goals and management philosophy.
2. Equal Opportunity Statement, Non Discrimination, Anti-Harassment Policy, Americans with Disabilities Act Policy
3. Employment Categories:
a. Full Time,
b. Part Time,
c. Temporary
4. Compensation:
a. Payment of salary,
b. Overtime,
c. Employment records
d. Raises/merit increases
5. Time Off:
a. Vacation,
b. Personal time/Absences due to illness
c. Leave due to Family and Medical Leave Act,
d. Company Holidays
6. Employee Benefits:
a. Health Insurance
b. Flexible Spending Account
c. Group Life Insurance
d. Retirement Plan
e. Workers Compensation Benefits
7. On
In any and every given moment of your life, you are either in command of yourself, or you are being commanded. Guy FinleyKeeping a wardrobe that is complete and always new is rare. The costs of buying clothing today and with the constant change in styles, bargains are a treasure. There is a definite challenge to being well dressed at all times, especially on a limited budget. For working women this is difficult, yet, it can be done.The key is in the planning. It takes money to build a wardrobe, or to start over from one season to the next. When you plan your wardrobe, keep in mind your particular style or look. If you find yourself asking questions like, What on earth will I wear today? Or, I have got absolutely nothing to wear! Another favorite is to telephone a few friend
Most employee handbooks contain the following information:
1. Company Overview: Provide some history on your company; include a vision statement, information about your company’s culture, ethics, goals and management philosophy.
2. Equal Opportunity Statement, Non Discrimination, Anti-Harassment Policy, Americans with Disabilities Act Policy
3. Employment Categories:
a. Full Time,
b. Part Time,
c. Temporary
4. Compensation:
a. Payment of salary,
b. Overtime,
c. Employment records
d. Raises/merit increases
5. Time Off:
a. Vacation,
b. Personal time/Absences due to illness
c. Leave due to Family and Medical Leave Act,
d. Company Holidays
6. Employee Benefits:
a. Health Insurance
b. Flexible Spending Account
c. Group Life Insurance
d. Retirement Plan
e. Workers Compensation Benefits
7. On
You pour your time, energy and money into your business to make it a success. It's only natural to wonder how much you could sell it for. Whether you're daydreaming about retiring to an island paradise, or negotiating a complex buy/sell agreement with your partners, the question of value is an important one.The best way to determine the value of your business is to sell it. As a matter of fact, selling it may be the only way to know for sure how much it's worth. But what if you don't want to sell, or you're not sure if you want to sell? How do you determine the value of your business? The answer depends on your needs and goals.If you're literally just daydreaming about retirement and want to get a guesstimate of the value, chances are there is an association or trade group i
3. Employment Categories:
a. Full Time,
b. Part Time,
c. Temporary
4. Compensation:
a. Payment of salary,
b. Overtime,
c. Employment records
d. Raises/merit increases
5. Time Off:
a. Vacation,
b. Personal time/Absences due to illness
c. Leave due to Family and Medical Leave Act,
d. Company Holidays
6. Employee Benefits:
a. Health Insurance
b. Flexible Spending Account
c. Group Life Insurance
d. Retirement Plan
e. Workers Compensation Benefits
7. On the Job:
a. Attendance, Punctuality
b. Drug and Alcohol
c. Dress Code
d. Expense Reimbursement
e. Disciplinary Process
f. Smoking
g. Internet and E-mail Use
h. Company Equipment and Computer Systems
i. Violence in the Workplace
j. Safety
This list isn't all inclusive and your company may not need or want to include everything listed above. If your company doesn't have a retirement plan, then don't include it!
If you’ve decided to create an employee handbook or update your handbook here are a few more suggestions:
1. If you are starting from scratch, pull together all the memos, notices, letters and information you have previously provided to your employees. Sort this information into categories (you might want to use the above list) and decide if it is still relevant and if you want to include it.
2. To make it easier to update your handbook list one policy per page and include an effective date as well as a revision date.
3. Make sure you include language which protects your company. Courts have considered handbooks to be contracts. Including a statement like the below and having your employees acknowledge receipt will help protect your company against lawsuits and misunderstandings:
"I acknowledge that I have received a copy of ABC Company's Employee Handbook. I agree to read it thoroughly, including the statements in the foreword describing the purpose and effect of the Handbook. I agree that if there is any policy or provision in the Handbook that I do not understand, I will seek clarification from the Human Resources Department. I understand that ABC Company is an "at will" employer and as such employment with ABC is not for a fixed term or definite period and may be terminated at the will of either party, with or without cause, and without prior notice. No supervisor or other representative of the company (except the President) has the authority to enter into any agreement for employment for any specified period of time, or to make any agreement contrary to the above. In addition, I understand that this Handbook states ABC's policies and practices in effect on the date of publication. I understand that nothing contained in the Handbook may be construed as creating a promise of future benefits or a binding contract with ABC for b
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