Team handbook free download

Use this free PowerPoint template to outline your employee handbook presentation. The slides include the most common elements of a thorough employee handbook, and you can customize the slides to reflect the order of importance you want to highlight.

The cost of new employee turnover for small businesses and startups with bootstrapped budgets is high. Tell the most relevant story to your new hires, and customize the template to include your unique policies and procedures.

All of the content your organization or company creates, from your website to your product updates to advertisements, frames your customer or member expectations. Your employee handbook shapes internal expectations. When written effectively, your employee handbook is a valuable resource for employees and employers that ultimately benefits your customers.

Sometimes referred to as an employee or company manual or a staff handbook, this document can be distributed in various formats such as a booklet or form at the beginning of employment as part of orientation, made available online, or updated and distributed whenever expectations change, a merger or acquisition occurs, or the state and federal governments enact new legislation and legal policies relevant to your employees or the company.

The purpose of an employee handbook is to provide a reference for employees on topics, such as company goals, core values, essential practices, workplace benefits, corporate policies, and procedures. Companies use employee handbooks to define clear expectations regarding basic employment policy and expected behavior for all employees. Organizations also use them to set the tone for company culture. In addition, a well-crafted employee handbook — regularly updated to keep pace with change — provides your existing team a foundation for continued growth and contribution.

What to do if a single snowflake falls out of the sky. In the U. Here is a list of some employee handbook topics you might want to consider:.

Though employee handbooks often cover topics like confidentiality, severance pay, and intellectual property policies as well as other legal topics, disclaimers, and common HR-related policy language, an employee handbook is not typically intended to serve as a binding legal agreement or employment contract.

Typically, the signature page of your employee handbook signifies that the employee has received and reviewed the document, but does not alone create any contractual or employment relationship. There are a wide variety of reasons to have and update your employee handbook. Here are some of the crucial ones:. Empower your people to go above and beyond with a flexible platform designed to match the needs of your team — and adapt as those needs change. The Smartsheet platform makes it easy to plan, capture, manage, and report on work from anywhere, helping your team be more effective and get more done.

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Larger amounts will be processed as an invoice. To protect the safety and security of employees, visitors, and facilities, only authorized visitors are allowed in the workplace.

Restricting unauthorized visitors helps ensure security, guards confidential information, decreases insurance liability, protects employee welfare, and limits distractions. Employees must park their cars in parking lots or other areas indicated and provided by the Company.

New employees must complete the Employment Eligibility Verification Form I-9 and present documentation verifying employment eligibility and identity.

Rehired employees who have not completed an I-9 with [Company Name] in the past three years or whose previous I-9 is no longer retained or valid must complete another. The following is for employees using a time clock. Non-exempt employees are responsible for recording their time worked correctly. Time worked is time actually spent performing assigned duties.

The time clock is a legal instrument. Time records are reviewed weekly. Overtime compensation is paid to non-exempt employees in accordance with federal and state wage and hour restrictions. Overtime is payable for all hours worked over [40] per week at a rate of one and one-half times the nonexempt employee's regular hourly rate. Time off on personal time, holidays, or any leave of absence will not be considered hours worked when calculating overtime.

In addition, vacation time does not constitute hours worked. All overtime work performed by an hourly employee must receive authorization. Overtime worked without authorization from the [supervisor] may result in disciplinary action. All employees are paid [weekly, monthly, etc.

In the event that a regularly scheduled payday falls on a weekend or holiday, employees will receive pay [on the next day of operation]. To use this service, complete a direct deposit authorization form, which is available from [a supervisor, the payroll department].

Standards of ethics and conduct for [Company Name] are important, and the Company takes them seriously. Deviating from company rules and standards can lead to disciplinary action, including termination of employment see Section 3.

However, the existence of these programs does not signify that an employee will necessarily be employed for the required time necessary to qualify for the benefits included in and administered through these programs.

The IRA plan helps contributors save by reducing gross taxable income. Please see the [appropriate person] for the current percentage. Eligibility occurs after [12 months] of continuous employment for [regular full-time] and [regular part-time] employees.

Paid vacation hours are based on the following: - Vacation time accrues at the rate of [X] hours per hour worked during the first [X] years of employment. One week paid vacation may be carried over from one calendar year to the next. For vacations longer than 1 week, requests should be received in writing at least [60] days before the proposed vacation period.

Employees will be granted unpaid time off for jury or military leave. Regular employees will be kept on active payroll until civic duties are finished.

A copy of the jury duty summons and associated paperwork are required. Under normal working conditions, employees who have a job-related problem, question or complaint should go to their immediate supervisor first to get the fastest and best solution. If the employee and supervisor do not solve the problem, [Company Name] encourages employees to contact the [Human Resources Representative. Employees are responsible for reading important announcements and information posted on the bulletin boards in [locations].

If this is done anonymously, care will be taken to protect employee privacy. Staff meetings will be held [insert schedule]. These meetings allow employees to be informed about company activities and important news. It's also a chance to recognize employee performance.

The easiest way is to start with a template that covers all the important topics a handbook should cover, and fill in the relevant information for your company. There is no federal law mandating employee handbooks. But depending on company type, size, and state, there may be information it is required to give employees.

A handbook can provide legally any necessary information, along with essential and helpful information for employees. When writing an employee handbook, keep it current and not too wordy. Demonstrate the culture and heart of your company and avoid jargon.

It is also helpful to have a mobile version of your handbook. Unless clearly indicated otherwise, employee handbooks are considered to be an extension of the employee contract, and as such as legally binding in court. Employee handbooks will be different according to what's relevant to different companies, but basically, they should explain some basic information about the company and the policies and codes employees should follow. You can include sections on your company's history, employment policies, codes of ethics and conduct, methods of communication for employees, and outlines of employees' pay, benefits, and promotions.

You are not legally required to have an employee handbook, but you are legally required to inform employees of their rights. Some companies have mandated signs throughout the workplace while others provide written notices during the onboarding process.

An employee handbook outlines the company's policies, regulations, and legal obligations as well as the employees' rights. It is usually the first place to look for legal clarification on the company's policies and procedures and details everything employees need to know about the workplace. It is not required by law, but it is best to receive a signed acknowledgment from employees since the handbook outlines the company's policies and guidelines.

However, the employee may still be held accountable to the policies and guidelines outlined in the handbook even if he or she refuses to sign an acknowledgment of receipt. If an employee does refuse to sign an acknowledgment of receipt, you should discuss his or her concerns. The purpose of an employee handbook is to set company tone, explain basic information about the company and workplace to help new employees, describe the company's mission, goals, and principles. It should also describe compensation and benefits, company rules, and policies.

You should update your employee handbook at least annually. However, to safeguard both yourself and your employees, keep up to date on employment law and regulations and reflect any changes in your employee handbook. A Simple IRA is a retirement plan established by employers and self-employed individuals with sole proprietorships and partnerships.

It allows employees to defer taxation on their compensation by contributing part of it to an investment plan. Taxes are deferred until the money is distributed. COBRA is a federal law creating an insurance program that gives some employees the ability to receive health insurance coverage after employment ends. Employees usually pay the entire premium to continue receiving insurance. Expense reimbursement is a way of paying employees back for spending personal money on business expenses.

Expenses related to travel, purchasing supplies, business-related meals, equipment, and software are common. Employees typically fill out a reimbursement form before being paid back. An outside employment policy sets conditions for employees at a company who choose to hold jobs elsewhere in addition to their work with that company.

It usually requires that the employee meets all performance standards, and that the outside employment does not present a conflict of interest. A non-discrimination policy makes it clear that a company or organization does not discriminate for employment or any other aspect of employment, such as raises or promotions.