It is important that every business have an employment policy manual/handbook available to their employees. This helps keep everyone on the same page and held to the same standards.

The purpose of this personnel policy handbook is to inform you, the employee, of your rights, benefits, privileges and responsibilities that you assumed when you accepted employment with Lowe Automotive Group. We ask that you read and retain this handbook so that you can fully understand the organization for which you work. The employee handbook (and the newer, cooler “culture code”) is a great tool for employees, new and existing, to learn the company’s mission, values and norms. The handbook lays out expectations about everything from the dress code to employee benefits to conduct policy. Stop & Shop Supermarket Company Wednesday, April 20, 2016 12:00 - 3:00 - 6:00 pm a VOICE for working America This final Company contractual offer brought to you for a vote April 20, 2016 contains the agreement reached with the negotiating committee for the Stop & Shop Supermarket Company and UFCW Local 328. The Handbook is intended to inform each employee of his/her responsibilities as an employee and the programs developed for his/her benefit. It is the responsibility of each employee to read the Handbook, familiarize himself/herself with its contents and adhere to Klaben policies and procedures at all times.

The following model labor and employment policies are offered to assist employers that are composing their own business-specific employee handbooks. Employers can choose the policies that are applicable to their business, fit their workforce, and use as needed. For instance, FMLA only applies to employers with 50 or more employees, so you may not need an FMLA policy.

These policies were developed to assist employers and employees in better understanding and complying with labor and employment laws and regulations. Employers can copy and paste the model policies that they would like to add to their existing Employee Handbooks or to create their own Employee Handbooks.

When protesting a claim for unemployment benefits on the basis that the claimant was discharged for violating a company policy, the employer must provide details on how the claimant’s actions or failure to act violated which specific policy. Note that policies prohibiting mistakes, accidents, poor workmanship or bad judgment may not provide a sufficient basis for protesting unemployment benefits.

If you have any questions regarding the use of these handbook policy models, please call 573-522-1020.

DISCLAIMER: This selection of sample policies is for general information only – it is not intended as legal advice. Neither the State of Missouri nor its employees make any express or implicit warranty regarding the sufficiency, accuracy or completeness of the enclosed material. There is no requirement to follow this sample and its use does not guarantee compliance with Missouri Statutes. We encourage employers to obtain independent legal review before implementing any written policies.

Policy Models Include:

Equal Employment Opportunity (EEO)
Workplace Harassment
EEO Grievance Procedure
Reasonable Accommodation of Disabilities or Medical Conditions
Pregnancy and Maternity Leave
Lactation Accommodation
Religious Accommodation

Hours of Work, Compensation and Time Off
Attendance
Work Schedules and Breaks
Overtime
Time Off
Holidays
Vacation
Sick Leave
​Family and Medical Leave Act (FMLA)
Military Leave
Pay Periods

Workplace Health and Safety
Reporting of Hazards, Injuries or Near-Misses
Workers' Compensation Coverage of Workplace Accidents and Injuries
Workplace Emergencies
Personal Protective Equipment (PPE)
Workplace Violence
Driving Safety
Material Handling
Lockout Tagout (LOTO)
Tobacco Usage
Drug and Alcohol Usage
Weapons

Company Property, Computer Usage and Social Media

Code of Conduct
Retaliation

Discipline

Termination and Resignation

Employee Acknowledgement

Though you’re not required by law to have an employee handbook, recording key policies can protect your business. Plus, it gives your employees the clarity they need to know how things work.

What is an employee handbook?

An employee handbook—or employee manual—is an important living document for your employees that outlines your company policies, history, and culture for current and future employees. Though 87% of small businesses sized 10-200 have employee handbooks, HR experts agree that it’s best practice to start a handbook as soon as you hire your first employee, as it defines expectations and can protect you legally.

Now back to business: here are the main policies you’ll want to record in that employee handbook:

1. Onboarding and joining the team

One of the top motivations for businesses to create an employee handbook is to train new hires. So kick things off by laying out the basics that every employee should know before the shimmy through the front door.

The employee onboarding section may include your:

• At-will employment clause
• Equal employment opportunity statement
• Conflict of interest statement
• Confidentiality agreement
• General details, such as directions to the office, team structure, and key contact info

A quick reminder about at-will employment

If there isn’t an agreement clearly stated in your employee handbook, then this type of employment is assumed in all states besides the Treasure State (also known as Montana).

Here’s an example of a sample at-will clause you can use as a model:

“Keep in mind that [your company] is an at-will employer. This means that either party can end the relationship at any point for any reason, with or without notice.”

2. Code of conduct

Even the most free-flowing organization has boundaries. Your code of conduct section should spell out the “10 Commandments” for life as a member of your team. If there’s anything that’s frowned upon, this section should cover it. For example, you can explain your:

• Dress code policy
• Anti-discrimination policy
• Anti-harassment policy
• Substance-free workplace policy
• Taking disciplinary action

3. Office environment

What’s life like at the office? This section of your employee handbook explains how, when, and where employees are expected to get things done. You’ll want to include hot topics like:

• Work hours
• Your work-from-home policy
• How to keep the workplace safe
• Americans with Disabilities Act (ADA) accommodations
• Use of company equipment

4. Communication policies

How does your team interact with each other? What about customers, vendors, and other partners? Some of this may seem like common sense, but it can still be helpful to spell it all out in your employee manual.

Set out your expectations for channels like:

• Email
• Social media

5. Compensation and performance reviews

Not to downplay other critical policies, but the next two sections are ones your employees will likely flip back to frequently.

Here’s a look at the policies you’ll want to cover:

• Job classification details
• Salary and bonuses
• Promotions and transfers
• Travel and expense policy

6. Benefits

Woohoo! Here’s where you list out the benefits you offer your team and explain how they match up with the values you celebrate. When someone’s finished reading this section, they should feel knowledgeable and well taken care of.

Open with a quick-reference section that outlines details such as which types of workers are eligible, when benefits kick in, and your plan’s policy number. Then, start with the essentials and work your way up to the icing-on-the-cake benefits:

• Health, disability, life, and workers’ comp insurance information
• Other leave policies, such as parental leave, sick leave, or jury duty

7. When someone leaves

It happens: Sometimes you just need to part ways. This section of your employee handbook should explain what happens when someone quits or gets terminated.

Explain the offboarding basics, such as:

• When your employee will receive their final paycheck
• How exit interviews work
• How Consolidated Omnibus Budget Reconciliation Act (COBRA) benefits work if someone is laid off or fired.

One Stop Shop Employee Handbook

8. Your company story

And last, don’t forget to share who you are and why you’re here! (Okay, this isn’t really a policy, but it’s still important).

From your original vision to how your company came into being, your company’s story is the underlying foundation that inspires people to show up and do amazing things every single day. Bring new employees into the fold by sharing this history with them.

Ask yourself:

• Who is your company and what do you do?
• Why does it matter?
• Why should others care, too?

What do other small businesses have in their employee handbook?

Gusto conducted a survey of more than 330 businesses to find out what they’ve prioritized in their employee handbooks.

Here’s a behind-the-scenes look at the most common employee policies businesses include in their handbooks.

Stop And Shop Employee Handbook

Your employee handbook isn’t just a helpful reference doc; it captures the culture, values, and personality of your company.

Stop And Shop Employee Handbook

Give every policy careful consideration and take time to make your employee handbook shine.