What Your Employee Handbook Should Have If You’re Running A Small Business

There are a lot of factors which transform the small business into a bigger and impactful one. One of those factors is staying organized and one of the best ways to stay organized while running any business, no matter what the size, is opting for an employee handbook. Why? Because employee handbooks are online platforms which allow the employer to communicate workplace policies, daily updates and anything business related with their employees. With signature tracking, you can track if all the employees have read through the policies and  are fully aware of the business they’re working for.

If you’re running a small business and you’re confused as to what you should add in your employee handbook, then fret not. Experts from AirMason suggest that you add these points in your employee handbook if you’re running a small business.  

1. A Welcome Note And Company Values 

A welcome note from the employer can do wonders for employees, especially if it’s their first ever office job. A welcome note gives employees a feeling of inclusiveness and adds a personal touch. A note that addresses the employee personally will automatically make them feel welcome. 

Make sure to curate a quirky and warm welcome note for the people who’ll be building your business with you. 

2. Company Values

A general introduction of your company, its mission, a brief history, and some achievements of your company including the company’s cultural value will set the tone right from the beginning. You’ll be communicating to your employees what is expected of them and what are the business values that won’t be compromised. 

3. Hiring And Termination Policies

All your policies regarding hiring and firing must be included in this section, it is essential that you have clearly set out these policies since the very beginning. The procedure that will be followed if someone is terminated, retired, fails to show up for a number of days, resigns or their contract expires. Similarly, the procedure of hiring someone, should be mentioned in detail.

4. Compensation, Benefits and Leaves Policy

This may be the section that most people jump to, so pay extra attention to this section. Clearly outline payment procedures along with the time of getting paid, how tax and other deductions will be deducted, overtime policy and bonuses. If your company is offering any health insurance or any other benefit clearly mention that here too.

Remember, you have to save yourself from litigation so put in the details of the Family/Medical Leaves; however, keep it simple and user friendly for your and your employee’s benefit.

5. Legal Policies

Even if you are a small business, the chances of being sued by your employees are still high. Always make sure to cover yourself from all liability, consult a lawyer and ask him what the local laws require you to have. Your legal policies can consist of

  • Harassment and Anti-Discrimination Policy.
  • Non Compete and NDA agreements
  • Privacy policies
  • Safety Procedures

And much more depending on the kind of business you run and local law requirements.

6. Digital Conduct And Social Media Policy

The world is a global village now, the face of your company on social media is as important as what you do in the business world. Don’t restrict your employees to infringe their rights to express themselves, but make sure that your business is safe.

Small businesses compete with big companies by using technology and making their customer experience the most pleasant whether it’s a shopping cart software, business management software or an accounting software. They contain important information about your company, it’s essential to set standards for protecting assets, internal documents, and customer information.

7. Code Of Conduct

This part of the handbook deals with behaviors expected from employees, a dress code, attendance requirements etc. Clearly define your company’s policy on the usage of phones in office time and meal breaks. The ethical standards of the company and what to do if you are offered a bribe should all be encapsulated under this section.

As a small business owner, it may be difficult for you to keep investing but remember that this handbook is saving you a lot of heartache (read money) in the future. Periodically review and have the HR department update the handbook.

Photo credits: coworkinglondon.com