An employee’s handbook or manual introduces the employees to the business and serves as a reference for any concerns they might have. On the same note, it provides information on the duties of the employees, and key policies such as the dress code, benefits, work schedules, and the firm’s key policies. The leadership of an organization has the responsibility of formulating policies and regulations that guide employee behavior and customer satisfaction. It is necessary organizational managers combine their power and authority for the benefit of a Company. The essay provides the rules and regulations that a company should put in place to reduce instances of employee discontent and client dissatisfaction.
The primary responsibility of the consultant will be to come up with a human resource handbook that seeks to deal with the immediate problem the agency is facing. Employee recruitment is a factor that should be included in the manual because they type of employees the agency employees determines their levels of commitment and task performance.
General Employment Policies and Practices
Equal Employment Opportunity
The company advocates for equality in employment. We will ensure that each applicant has an equal opportunity to get employed in the Company regardless of an individual’s race, gender, sex, age, disability, nationality, genetic information and any other status that is protected under the country’s federal, state and local laws. Our policy on equal opportunity reflects on the firm’s commitment to the principles of fair employment and the prevention of discriminatory purposes.
Orientation and Training
To help the employees familiarize with the Company and our business culture, the Company will provide training and orientation sessions during the first few days of your employment. The content of these sessions will largely depend on the nature of your work responsibilities while other parts such as ethical conduct will apply to all employees. On the same not, the company will occasionally offer additional educational programs aimed at ensuring employee effectiveness and client satisfaction.
Recruitment and Hiring
The primary goal of the Company when recruiting new employees is to find new people with the best available abilities, skills, and experience to perform the required tasks. The company makes job requirements form decisions related to recruitment, selection, and employee placements.
When we have vacancies to be filled, qualified current employees are encouraged to apply for these positions. Also, notices relating to the job specifications will be posted on various media outlets. The manager in charge of the department with a vacancy will chair the interviews of the selected applicants to identify the most suitable one. We encourage current employees to showcase their talents by working for our Company.
Employment Relationship with the Company
The Employee Handbook is not an employment contract. Nothing contained in this Handbook should be assumed to be a binding contract for any specific duration; neither does it obligate you to continue being an employee for this company during a particular period. The Handbook is also not a guarantee for any set process for discipline and discharge.
Ethical Business Practices and Conduct
Ethics is the primary determining factor in how employees should behave with the clients and their colleagues. Lack of ethics is what makes the employees handle the clients in an unsavory manner because they cannot draw a line between the right and wrong. In line with the organization’s mission, we should conduct our business following all the laws, rules, and regulations. To maintain the best standards of integrity and ethical business practices, you should:
Dress Code and Public Image
For the Company to establish itself as disciplined, the employees need to dress in a manner that depicts seriousness and professionalism. As an employee of the company, you are expected to present a clean and professional appearance in your line of duty, whether inside or outside the office. You are, therefore, obligated to dress in appropriate business attire and behave professionally.
Compensation plays a part in how employees carry out their duties and how they relate or deal with clients. A well-compensated employee will be happy and satisfied, and this will motivate him or her to behave appropriately with their colleagues and clients. The opposite can be said to employees who receive poor compensation or work in a stressful environment. The company will ensure better compensation to guarantee employee and client fulfillment by applying the following rules.
Employees receive payment on the 15th and 30th of every month. If the scheduled payroll date is on a Saturday, the organization will try and deliver the checks on Friday. If the payment date falls on a Sunday, the employees will be paid on Monday. In instances where the pay date is on holiday, the organization will attempt to settle on the last business day before the holiday. Or else, employees will receive payment on the first business day after the holiday.
Salary Deductions and Withholding
The company will deduct the following from your payment:
Full-time employees are qualified to participate in various insurance programs offered by the company.
We offer medical coverage for full-time employees. Employees are free to choose from several insurance plans which are administered by the major medical insurance carrier or the Health Maintenance Organization (HMO). Employees should, however, understand that the amount you contribute towards the insurance program may change at the company’s discretion.
The Company’s benefits package is causative. A portion of the premium employees pay is under the responsibility of the company and the employees. The contributory cost is deducted from the employee’s payment.
For a workplace to ensure adequate service provision and employee satisfaction, a lot needs to be done. Most importantly, the set rules and regulations, as well as the internal business practices, influence how clients are treated. The Handbook provides the conventional rules and regulation that an organization’s human resource management should integrate to make the employees develop a good working relationship with the clients, coworkers, and themselves.
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