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Will You Add? - Employee Handbooks - 3 Reasons a Small Business Should Have One
Before you order your first batch of inventory from the supplier, some of that inventory should already have been pre-sold, i.e. you have a written and signed order from your customers or retailers already. When you have cartons of products crossing the Pacific or Atlantic Ocean, those importers who already have buyers and signed contracts for those products sleep a lot better than those who will have to look for buyers when the shipment arrives.But what exactly should that number be? Should 100% of it have been pre-sold? Or should it be 50% or even 25%? If you have too much uncommitted inventory sitting on shelves, it will not just tie up your cashflow but cost you mental stress and anxiety as well. If you don't have enough ready inventory on your
"I acknowledge that I have received a copy of ABC Company's Employee Handbook. I agree to read it thoroughly, including the statements in the foreword describing the purpose and effect of the Handbook. I agree that if there is any policy or provision in the Handbook that I do not understand, I will seek clarification from the Human Resources Department. I understand that ABC Company is an "at will" employer and as such employment with ABC is not for a fixed term or definite period and may be terminated at the will of either party, with or without cause, and without prior notice. No supervisor or other representative of the company (except the President) has the authority to enter into any agreement for employment for any specified period of time, or to make any agreement contrary to the above. In addition, I understand that this Handbook states ABC's policies and practices in effect on the date of publication. I understand that nothing contain
The agenda states an end time of 2:00 pm, and yet it is 2:10 and the guy is still droning on with only 52 more slides to go in his presentation!You are told that you will have 30 minutes to present and now you show up and find out your time has been cut to 20 minutes because the person before you went over time.As the band, Chicago sings, “Does anybody really know what time it is? Does anybody really care about time?” Start your next meeting with this song and then share this mathematical formula to help the speakers for the next time.The average person speaks 150-200 words per minute. During a presentation we should slow that pace down to about 125 words per minute to allow for better enunciation, interaction and clarity. If you are asked to speak for 15 minutes,
Here are three reasons to develop and use an employee handbook:
1. Provides a source of information about company policies and procedures which is good for both managers and employees. By having a well written employee handbook you provide a source for your employees and managers to use to gain information on the company's policies such as attendance, dress codes, work hours, pay and performance issues as well as procedures on requesting vacation time (if applicable), notifying the company regarding unscheduled absences, and the disciplinary process.
2. Gives clarity and direction for your managers and supervisors on how to handle certain employment issues. By providing written policies and procedures you enable your managers and supervisors to handle all employees consistently and fairly.
3. Sets expectations for employees and helps to avoid misunderstandings and unacceptable behavior.
Based on size, not every small business needs an employment manual. If you only have a few employees and your workforce is stable (limited turnover) you probably don't need a written employee handbook. But, if your small business is growing or you have more than one location an employee handbook will help smooth out your growing pains and keep your processes and procedures consistent. You may even want to create two manuals: one for all your employees which contains the basic information needed as well as general company information; and a more detailed policy manual for supervisors and managers which provides comprehensive information and procedures for each policy.
Most employee handbooks contain the following information:
1. Company Overview: Provide some history on your company; include a vision statement, information about your company’s culture, ethics, goals and management philosophy.
2. Equal Opportunity Statement, Non Discrimination, Anti-Harassment Policy, Americans with Disabilities Act Policy
3. Employment Categories:
a. Full Time,
b. Part Time,
c. Temporary
4. Compensation:
a. Payment of salary,
b. Overtime,
c. Employment records
d. Raises/merit increases
5. Time Off:
a. Vacation,
b. Personal time/Absences due to illness
c. Leave due to Family and Medical Leave Act,
d. Company Holidays
6. Employee Benefits:
a. Health Insurance
b. Flexible Spending Account
c. Group Life Insurance
d. Retirement Plan
e. Workers Compensation Benefits
7. On the Job:
a. Attendance, Punctuality
b. Drug and Alcohol
c. Dress Code
d. Expense Reimbursement
e. Disciplinary Process
f. Smoking
g. Internet and E-mail Use
h. Company Equipment and Computer Systems
i. Violence in the Workplace
j. Safety
This list isn't all inclusive and your company may not need or want to include everything listed above. If your company doesn't have a retirement plan, then don't include it!
If you’ve decided to create an employee handbook or update your handbook here are a few more suggestions:
1. If you are starting from scratch, pull together all the memos, notices, letters and information you have previously provided to your employees. Sort this information into categories (you might want to use the above list) and decide if it is still relevant and if you want to include it.
2. To make it easier to update your handbook list one policy per page and include an effective date as well as a revision date.
3. Make sure you include language which protects your company. Courts have considered handbooks to be contracts. Including a statement like the below and having your employees acknowledge receipt will help protect your company against lawsuits and misunderstandings:
"I acknowledge that I have received a copy of ABC Company's Employee Handbook. I agree to read it thoroughly, including the statements in the foreword describing the purpose and effect of the Handbook. I agree that if there is any policy or provision in the Handbook that I do not understand, I will seek clarification from the Human Resources Department. I understand that ABC Company is an "at will" employer and as such employment with ABC is not for a fixed term or definite period and may be terminated at the will of either party, with or without cause, and without prior notice. No supervisor or other representative of the company (except the President) has the authority to enter into any agreement for employment for any specified period of time, or to make any agreement contrary to the above. In addition, I understand that this Handbook states ABC's policies and practices in effect on the date of publication. I understand that nothing containe
Of course there are many different types of business that generate profit in various ways and it is up to each business owner to determine the relevant profit centres of the business.It is, however, unfortunately, quite common for profit opportunities to be:-Missed.Not developed.Squandered.Given away and not grasped when the chance arises.As an example let us examine the way Supermarkets operate today and how they operated when they first started to appear. When they first started they had a very limited range to offer, most of them had household and food products that were mainly low value, high turnover items with a relatively short shelf life.Today they stock an enormous range of goods that vary greatly in value, stocking requirements an
3. Sets expectations for employees and helps to avoid misunderstandings and unacceptable behavior.
Based on size, not every small business needs an employment manual. If you only have a few employees and your workforce is stable (limited turnover) you probably don't need a written employee handbook. But, if your small business is growing or you have more than one location an employee handbook will help smooth out your growing pains and keep your processes and procedures consistent. You may even want to create two manuals: one for all your employees which contains the basic information needed as well as general company information; and a more detailed policy manual for supervisors and managers which provides comprehensive information and procedures for each policy.
Most employee handbooks contain the following information:
1. Company Overview: Provide some history on your company; include a vision statement, information about your company’s culture, ethics, goals and management philosophy.
2. Equal Opportunity Statement, Non Discrimination, Anti-Harassment Policy, Americans with Disabilities Act Policy
3. Employment Categories:
a. Full Time,
b. Part Time,
c. Temporary
4. Compensation:
a. Payment of salary,
b. Overtime,
c. Employment records
d. Raises/merit increases
5. Time Off:
a. Vacation,
b. Personal time/Absences due to illness
c. Leave due to Family and Medical Leave Act,
d. Company Holidays
6. Employee Benefits:
a. Health Insurance
b. Flexible Spending Account
c. Group Life Insurance
d. Retirement Plan
e. Workers Compensation Benefits
7. On the Job:
a. Attendance, Punctuality
b. Drug and Alcohol
c. Dress Code
d. Expense Reimbursement
e. Disciplinary Process
f. Smoking
g. Internet and E-mail Use
h. Company Equipment and Computer Systems
i. Violence in the Workplace
j. Safety
This list isn't all inclusive and your company may not need or want to include everything listed above. If your company doesn't have a retirement plan, then don't include it!
If you’ve decided to create an employee handbook or update your handbook here are a few more suggestions:
1. If you are starting from scratch, pull together all the memos, notices, letters and information you have previously provided to your employees. Sort this information into categories (you might want to use the above list) and decide if it is still relevant and if you want to include it.
2. To make it easier to update your handbook list one policy per page and include an effective date as well as a revision date.
3. Make sure you include language which protects your company. Courts have considered handbooks to be contracts. Including a statement like the below and having your employees acknowledge receipt will help protect your company against lawsuits and misunderstandings:
"I acknowledge that I have received a copy of ABC Company's Employee Handbook. I agree to read it thoroughly, including the statements in the foreword describing the purpose and effect of the Handbook. I agree that if there is any policy or provision in the Handbook that I do not understand, I will seek clarification from the Human Resources Department. I understand that ABC Company is an "at will" employer and as such employment with ABC is not for a fixed term or definite period and may be terminated at the will of either party, with or without cause, and without prior notice. No supervisor or other representative of the company (except the President) has the authority to enter into any agreement for employment for any specified period of time, or to make any agreement contrary to the above. In addition, I understand that this Handbook states ABC's policies and practices in effect on the date of publication. I understand that nothing contain
All over the country salespeople are suffering from a verbal virus. It strikes at any time and often without warning. Those who are afflicted say it happens most when talking with prospective customers.How do you know if you’ve been infected with Foot-in-Mouth Syndrome?Symptoms include premature articulation of saying the worst thing at the worst time, depression of thinking of the perfect thing to say long after your customer has gone, or nausea from the embarrassment of being at an absolute loss for words.While there is no cure for Foot-in-Mouth Syndrome, there are certainly remedies to make the symptoms less catastrophic. You can have a nearly complete remission from the verbal virus just by practicing your ability to speak your best.Get on Your Feetompany Overview: Provide some history on your company; include a vision statement, information about your company’s culture, ethics, goals and management philosophy.
2. Equal Opportunity Statement, Non Discrimination, Anti-Harassment Policy, Americans with Disabilities Act Policy
3. Employment Categories:
a. Full Time,
b. Part Time,
c. Temporary
4. Compensation:
a. Payment of salary,
b. Overtime,
c. Employment records
d. Raises/merit increases
5. Time Off:
a. Vacation,
b. Personal time/Absences due to illness
c. Leave due to Family and Medical Leave Act,
d. Company Holidays
6. Employee Benefits:
a. Health Insurance
b. Flexible Spending Account
c. Group Life Insurance
d. Retirement Plan
e. Workers Compensation Benefits
7. On the Job:
a. Attendance, Punctuality
b. Drug and Alcohol
c. Dress Code
d. Expense Reimbursement
e. Disciplinary Process
f. Smoking
g. Internet and E-mail Use
h. Company Equipment and Computer Systems
i. Violence in the Workplace
j. Safety
This list isn't all inclusive and your company may not need or want to include everything listed above. If your company doesn't have a retirement plan, then don't include it!
If you’ve decided to create an employee handbook or update your handbook here are a few more suggestions:
1. If you are starting from scratch, pull together all the memos, notices, letters and information you have previously provided to your employees. Sort this information into categories (you might want to use the above list) and decide if it is still relevant and if you want to include it.
2. To make it easier to update your handbook list one policy per page and include an effective date as well as a revision date.
3. Make sure you include language which protects your company. Courts have considered handbooks to be contracts. Including a statement like the below and having your employees acknowledge receipt will help protect your company against lawsuits and misunderstandings:
"I acknowledge that I have received a copy of ABC Company's Employee Handbook. I agree to read it thoroughly, including the statements in the foreword describing the purpose and effect of the Handbook. I agree that if there is any policy or provision in the Handbook that I do not understand, I will seek clarification from the Human Resources Department. I understand that ABC Company is an "at will" employer and as such employment with ABC is not for a fixed term or definite period and may be terminated at the will of either party, with or without cause, and without prior notice. No supervisor or other representative of the company (except the President) has the authority to enter into any agreement for employment for any specified period of time, or to make any agreement contrary to the above. In addition, I understand that this Handbook states ABC's policies and practices in effect on the date of publication. I understand that nothing contain
One of the most overlooked challenges a mortgage professional faces in their day to day sales cycle is the fallout that occurs when sending application packages out to prospects for approval. From my own experience coaching mortgage professionals, it's reported that as many as 30% of the packages sent are never returned.Imagine you owned a grocery store and you lost 30% of your inventory to thieves. How long would you expect to be in business?The mortgage industry enjoys relatively high profit margins. As a result, we tend to focus on the "low hanging fruit" and don't put much effort into our prospects that require some follow up. In this changing market that's a BIG mistake.Part of operating your mortgage business includes developing systems
h. Company Equipment and Computer Systems
i. Violence in the Workplace
j. Safety
This list isn't all inclusive and your company may not need or want to include everything listed above. If your company doesn't have a retirement plan, then don't include it!
If you’ve decided to create an employee handbook or update your handbook here are a few more suggestions:
1. If you are starting from scratch, pull together all the memos, notices, letters and information you have previously provided to your employees. Sort this information into categories (you might want to use the above list) and decide if it is still relevant and if you want to include it.
2. To make it easier to update your handbook list one policy per page and include an effective date as well as a revision date.
3. Make sure you include language which protects your company. Courts have considered handbooks to be contracts. Including a statement like the below and having your employees acknowledge receipt will help protect your company against lawsuits and misunderstandings:
"I acknowledge that I have received a copy of ABC Company's Employee Handbook. I agree to read it thoroughly, including the statements in the foreword describing the purpose and effect of the Handbook. I agree that if there is any policy or provision in the Handbook that I do not understand, I will seek clarification from the Human Resources Department. I understand that ABC Company is an "at will" employer and as such employment with ABC is not for a fixed term or definite period and may be terminated at the will of either party, with or without cause, and without prior notice. No supervisor or other representative of the company (except the President) has the authority to enter into any agreement for employment for any specified period of time, or to make any agreement contrary to the above. In addition, I understand that this Handbook states ABC's policies and practices in effect on the date of publication. I understand that nothing contain
First, recognize that motivation is an inside job. The word motivate means to impel, inspire, hope, stimulate, incite, propel, spur, goad, move, induce, prompt, instigate, fire, provoke, actuate, cause, egg on, drive, excite, and to trigger. Don’t wait for someone to motivate you, here are 15 ways you can motivate yourself. 1. Set daily, weekly, monthly, yearly and lifetime goals. A goal is a goal if it’s writing. Goals get you going in the direction that’s right for you. 2. Listen to a motivational tape. Record into a tape recorder your favorite quotes, anecdotes and personal success stories. Play back your tape frequently. Nothing is more motivating than the sound of your own voice. Try it! 3. Get motivated to make better telephone calls by buying Art
"I acknowledge that I have received a copy of ABC Company's Employee Handbook. I agree to read it thoroughly, including the statements in the foreword describing the purpose and effect of the Handbook. I agree that if there is any policy or provision in the Handbook that I do not understand, I will seek clarification from the Human Resources Department. I understand that ABC Company is an "at will" employer and as such employment with ABC is not for a fixed term or definite period and may be terminated at the will of either party, with or without cause, and without prior notice. No supervisor or other representative of the company (except the President) has the authority to enter into any agreement for employment for any specified period of time, or to make any agreement contrary to the above. In addition, I understand that this Handbook states ABC's policies and practices in effect on the date of publication. I understand that nothing contained in the Handbook may be construed as creating a promise of future benefits or a binding contract with ABC for benefits or for any other purpose. I also understand that these policies and procedures are continually evaluated and may be amended, modified or terminated at any time."
4. If you have standard forms include a copy of each form with the relevant policy. If you don't have standard forms, now is a good time to create them.
Once you have completed your handbook, don't just leave it on the shelf. Make it a part of your new employee orientation. Review it with all employees at least annually and make sure your managers and supervisors thoroughly understand your policies and procedures. What's worse than not having an employee handbook? Having one and not following the policies and procedures.
Whether you develop your employee handbook yourself, hire someone to do it, or buy a canned version, it is a good idea to have your attorney review the handbook before you distribute it to your employees. Employment laws differ from state to state and having your employment attorney review the manual is just good business sense.
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