Conflict of Interest Statements And Non-Disclosure Agreements
While NDAs are not required by law, it is important to have workers sign them to protect important information. If they are not signed, workers may be tempted to share proprietary information or trade secrets. Clearly explain any conflicts of interest.
The compensation section should detail how federal and state taxes are automatically deducted. Also, handbooks must clearly explain how deductions for health insurance and other voluntary benefits work. Benefit information may be presented separately. Be sure to include information about pay schedules, overtime, raises and other financial issues, and explain the company's legal obligations regarding these topics.
Business owners are required to follow equal employment opportunity regulations regarding harassment and discrimination. All handbooks should include sections with these laws and should emphasize that discriminatory behavior will not be tolerated from workers on any level of authority. Also, it should provide information about how to report harassment and discrimination.
One section should explain how work hours are decided. Include information about attendance and punctuality. The consequences of violating these policies must also be explained. If telecommuting or flexible scheduling are included, explain the guidelines for these.
Employment information such as a business overview, job classifications, employee records, job postings, promotion standards, referrals, resignation, termination, transfers and similar topics should be outlined in this section.
Code Of Conduct
Workers must know what is expected of them with conduct. This section should include rules about cell phone use, personal calls at work, dress codes and similar topics. Remind employees of their legal obligations and rights. This is especially important for businesses that require government-regulated activities.
Explain how the company takes steps to promote a safer workplace. Use and oversight of OSHA standards, prohibiting dangerous substances and weapons or other steps that are taken for safety should be included. This section should outline how to report accidents and safety issues. Also, companies should include a section about what to do in the event of hazardous conditions or bad weather. List required security policies such as locking cabinets when they are not in use, keeping sensitive information in a certain area or other applicable rules. Be sure to write about how the company has a commitment to maintaining a safe workplace, and emphasize that active participation from workers enhances safety for everyone.
Explain the rules for computer and software use. Also, include information about protecting personally identifiable information.
List any offered employee benefit programs. Include information about who employees can talk to when they want to learn more about enrollment.
There should be one contact for media inquiries. The handbook must include instructions for how to handle media-related calls.
Detail medical, personal or other leave policies. Include all required legal information regarding family medical leave, military leave, jury duty and other types of leave. Also, explain time off for vacation, bereavement and holidays.
To learn more about employee handbooks, discuss concerns with an agent at HALO Insurance & Benefits Group today, call 314-351-HALO(4256).