Only 62% of You Outline Policies, Procedures and Expectations in an Employee Handbook

question:

Do you or don’t you have an employee handbook?

Yes: 62%

• We update generally every couple of years. It’s presented upon first working day. — Nick S., Frisco, TX
• It’s given to employees at hire and they have to sign that they’ve received it. It’s about 18 pages long and has “everything” in it: general business info, employee policies, employee benefits, etc. It cuts down on questions and confusion and helps us to make sure we treat everyone equally. — Jen H., Sandpoint, ID
• It outlines how the company works, what we expect from the employee, and what the employee benefits from the company. It needs updating badly. — Frances Ann L., Valdosta, GA
• We ask the potential employee to read the manual and ask questions or discuss something that bothers them. We actually call it a playbook and discuss things before we hire them. — BJ C., McQueeney, TX
• Yes, we have an employee handbook that is handed out when a new staff member is hired or as changes are made. We update it as needed as our policies and procedures are reviewed. Our mission statement, standards, rules, review policy, benefit information, and more are covered in our handbook. Each staff member is required to sign every time there is a change. — Ann-Marie W., Lewis Center, OH
• It’s given upon hire. They have to sign to acknowledge that they read and understood it. — Kathryn C. , Lititz , PA
• Given on first day or whenever its updated. — Theodore S., Rockford, MI
• Given upon hire with all details of employment. It is not often updated. — Katherine R., Sergeant Buff, IA
• It is given at the time of hire. We update often and hold people accountable for the policies and procedures in it. — Jami K., Wausau, WI
• Presented at time of employment, it discusses every detail of the business, and we update once a year. — Mark P., Orlando, FL
• We keep it on hand in the office. If any questions come up on policy, usually the manager will verify the info and share with the staff. We have a small, family like office, so we’re used to exceptions, not rigid rules. — Susan K., Phoenix, AZ
• It outlines job description, expectations, review schedules, dress codes, 401k and benefit package, vacation policy, etc… — Patti R., North Andover, MA
• The manual explains probation on initial hiring, dress code, office policies and procedures, holidays, benefits, vacation time, reasons for termination, confidentiality agreement and a signoff page where the employee has read and understood the manual. — Robert E., Oakland Park, FL
• It covers everything … It is always available through our Time system and it does help outline PTO, deaths, expectations for the job, holidays. We as employees reference it when we feel that “that’s now how it is.” Sometimes we are right but most times it is outlined in the employee handbook and if something that comes up is not in the handbook, we have a fantastic on sight administrator who can answer all our questions. — Chris C., Panama City, FL
• It is presented to employees during onboarding. They are required to review it in its entirety prior to completing onboarding and moving on to true training. It is updated yearly. It outlines all things from our mission statement to daily accountability that is to be expected out of our employees. — Colby S., Dothan, AL
• Every employee is given the handbook when they are hired so that they can read through policies and procedures and then they sign an acknowledgement after asking any questions. It covers very general things like time off, vacation time, dress code, etc. so that expectations are set early on. — Cynthia S., Lewis Center, OH
• Every year I feel it should be more and more detailed but really all that is needed is a mission statement and then everything they do needs to best fulfill that. What is needed more than the handbook is a “how to” book. — Zachary D., Saint Peter, MN
• It doesn’t say how often it’s updated, but we updated portions every year. — Lisa S., Vancouver, WA
• We do, it is given to new employees on their first day of work to review. It just outlines our business, mission statement, hours, lunch breaks, PTO, dress code. The usual suspects. — Kelsey B., Winston Salem, NC
• We have two … The big one, with all the legal discrimination, policies, etc. Then every employee gets a pocket one with the most frequently asked questions: Dress code, time off, calling in sick, etc. We update as needed and do a major review every two years. — Jenna G., Fargo, ND
• Honestly, it is hardly ever used. Our newest employee has been with us for over five years, so our office is pretty familiar with what we expect from each other. — Amy D., Fergus Falls, MN
• It is presented as PDF before the first day and was last updated in 2023. It is used to outline policies and procedures. So many issues that arise are varying shades of grey, but the handbook allows for us to have it in black and white when needed. — Steven N., State College, PA
• This is presented to the new employee on the first day of employment. We go through each page with them and they initial each section. They have the opportunity to ask questions throughout so they have a thorough understanding of our policies and procedures. — Stephanie P., Mount Vernon, OH
• Presented to employees on their first day and they sign they have read it and acknowledge the contents. It is reviewed annually and updated as needed. When updated all current employees must sign, they have read and received it again. — Kristina J., Mishawaka, IN
• We outsourced our handbook at inception, and it’s better than anything my talent would’ve produced. Employees receive it day one and sign receipt of it. We update yearly. It makes us feel professional. — A. Blake H., Alma, GA
• Our training handbook is given to the candidate during their onboarding training. Once hired, we have an employee handbook they can refer to for process, procedures, troubleshooting, and scripts that our own staff has developed since we opened 20 years ago. This manual is updated when our processes or procedures need to be updated. — Diana C., Chicago, IL
• I go over the handbook with each new employee. It outlines who we are (culture), expectations, and policies. I review it annually. — Anna K., Kittery, ME
• It’s presented to employees upon hire and covers everything from soup to nuts. — Christine H., Plainville, MA
• We provide a copy to new hires. They are required to sign the last page, which goes into their employee file as a legal document. It defines code of conduct, which days are paid holidays, like Christmas and July 4, and is updated as needed. — Dierdre F., Littleton, CO
• We use Practice Compliance Systems. While they include all necessary info in the manual, it is customizable to the individual practice. — Pam P., Downers Grove, IL

No: 38%

• We have office manuals, but not by definition an employee handbook. When we onboard someone, they get all the important paperwork. This includes the mission, vision, values of the company as well as all policies that apply to the employee. Everything is signed and kept in their file for reference. — Ben T., Miami, FL
• Salary checks clear. — Richard F., Wildwood, NJ
• I have moved to a working operations manual. We discuss expectations as a team and record/sign any infractions and discussions had. — Jason K., Phoenix, AZ
• I am solo at the moment. But when I do bring on someone, I would like to write it with them, so we have a (hopefully) clearer idea on what is expected. — Jennifer Y., Canandaigua, NY
• We’ve always wanted to draw one up but we end up tackling things on a case-by-case basis. — Harris D., Scarsdale, NY
• I’m pretty sure I’m clear on expectations and training provides the ethical status of my business. — Jennifer L. Dansville, NY
• It is on my radar to develop. I want to have something that outlines my company culture! Realizing I can’t assume employees will know how I want clients treated and cared for. — Kyla S., Atascadero, CA
• Expectations are handled on a case-by-case basis, based on the employee and the situation. — Pablo M., Atlanta, GA