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Employee Handbook

Employee Handbook

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Published by Seetaram Hebbar
This is a HR related document
This is a HR related document

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Published by: Seetaram Hebbar on Mar 30, 2012
Copyright:Attribution Non-commercial


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You may freely distribute this e-book, but without any modifications
Employee handbook template
Table of contents
1.INTRODUCTIONWelcome from leadership teamInformation about the organisationMission/valuesStrategic planOrganisational chart and national structure2.JOINING THE ORGANISATIONSigning up – forms to completeWorking hoursAccess to building/car parkingBusiness CardsDress code3.REMUNERATION AND BENEFITSSalary and wage paymentsSalary review processSalary deductionsTime in lieu policy4.TRAVEL POLICY (within NZ and overseas)Authorisation and bookingsUse of credit cardsExpense reimbursementPersonal effects/insurance5.VEHICLE POLICYUse of company carsUse of own car – reimbursement6.PERFORMANCE DEVELOPMENTAnnual appraisal processPerformance Development PlanCompetenciesTraining and development – study support7.CODE OF CONDUCTConflict of interestConfidentialityCopyright and protection of intellectual propertyDealing with media/giving interviewsPrivacy relating to treatment of personal information
8.DISCIPLINARY PROCEDURESDisciplinary actionResolving employment relationship problems9.EMPLOYMENT RELATED POLICIESEqual employment opportunity (EEO)Discrimination and harassmentHealth and safetyParental leaveSmoking in the workplaceAbandonment of employmentAlcohol and drugsInternet/email/phone usageCommunity services leave – volunteering in our communityJury service10.LEAVING PROCEDURESReturn of company propertyExit InterviewsEmployee references11.SPORTS SPECIFIC POLICIES
 An area dedicated to sport specific issues (ie process to follow in the event of emergencywhile athletes are abroad)
Welcome from the leadership team
Insert welcome notes from the leadership team here (CEO/Chairperson). You may like to include an overview of howthe Board is formed, their governance role and the value of the Management/Board relationship.
Information about the organisation
Insert information regarding the history of the organisation. It is helpful for new employees to understand where theorganisation has come from in order for them to connect with the next phase which they will be part of.
Insert the organisation’s mission statement, vision and values of the organisation. This will most likely come from theStrategic Plan.
Strategic plan
Select key points from the current strategic plan and insert here. Identify the period of time that the Strategic plancovers. You may wish to include the progress that you have made or how the Strategic plan was set.
Organisational chart and national structure
Insert a current organisation chart. Depending on the size of your organisation or amount of employee turnover willdetermine if you include names adjacent to the job role. It will be helpful to see how your organisation fits with the sportacross the country (diagrams are an effective way to demonstrate this).
Signing up – forms to complete
List the forms that need to be signed at the outset of the employment relationship. Advise that they must be completed as soon as possible and returned to the relevant manager in order that their salarymay be paid. The forms may include:personal and bank account details;completed IR33 tax form;emergency information form; anddeclaration agreeing to employment terms and conditions.
Working hours
Include a statement regarding your policy on working hours. It may follow these lines:
“{Organisation name}’s normal office hours are from {am} to {pm} with an hour taken for lunch at an agreed time. Theremay be times when you are required to work outside these hours. Overtime payments are not paid unless specified inan individual employment agreement. Your working hours may be varied from time to time by mutual agreement.” 
Access to building/car parking
Outline here your organisation’s approach to accessing the building both during and outside office hours. This mayinclude use of relevant keys and/or access cards, as well as security systems/alarms. If a car park is included as part of an employee’s package then you could also document here the procedure for accessing the car park during and out of office hours, if appropriate.

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