The Importance of Internal Controls

Why?

The Importance of an
Employee Handbook
 Communication Tool

 Sets forth expectations for employees

 Describes:

 What they can expect from your company

 Legal obligations

 Employee rights
 Job Information

Grievance
procedures Company rules

Holiday Disciplinary
arrangements
*Clear and procedures
concise advice
*Creates culture
*Easily accessible
information
 Protection

A written statement gives protection
to the employee AND the employer

 Necessary for companies of any size

 Increased cases of employee related litigation against
management:
 Discrimination

 Release of private information

 Employee against employee

 What to Consider

Aspects to consider before implementation:

 Keep it current  One size does not fit all

 Law changes  Different state laws

 Various languages  Ex: Drug - Free

Workplace
 Employee Handbook
vs.
Policies and Procedures Manual

 Employee Policies and
Handbook Procedures Manual
 Employee as intended  Tool for managers and
audience supervisors
 Straightforward layout  Comprehensive text that
 Familiarizing details every aspect of
employees with basic VS. company policy
policies/benefits  Use as back-up
 Deeper understanding
 General expectations of
company  Procedures
 Acceptable/unacceptable  Forms
behavior  Reference to federal/state
 Disciplinary measures
laws
 Steps in Developing
or
Revising a Handbook

 • Review current organization policies
1
• Create an outline
• Include: mission statement, equal employment opportunity statement, statement
2 about at-will employment, handbook’s purpose, background information

• Summarize versions of each update policy and procedure

3
• Add each summary in the appropriate place after the outline
• Assign team to review
4
• Submit the final version to legal council for review
5
• Select a means of publication
6
• Distribute handbook to all covered employees
7
• Establish a system for periodic review and updating
8
Elements of a Handbook

Welcome Message to New Employees
and Recognition of Current Employees

 Company Mission Statement
 Equal Opportunity Statement
 Contractual Disclaimer and At-Will Statement
 Purpose of the Employee Handbook
 Background Information on the Company
 Orientation
 Acknowledgement of Receipt
 Employment

 Employee Classification Categories
 Background and Reference Checks
 Internal Transfers/ Promotions
 Nepotism, Employment of Relatives and Personal
Relationships
 Progressive Discipline
 Separation of Employment
 Workplace Safety

 Drug – Free Workplace

 Workplace Bullying

 Violence in the Workplace

 Safety

 Smoke – Free Workplace

 Workplace Expectations

 Confidentiality  Whistleblower’s Policy

 Conflicts of Interest  Electronic Communication

and Internet Use
 Outside Employment
 Social Media – Acceptable
 Attendance and
Use
Punctuality
 Solicitations, Distributions
 Attire and Grooming
and Posting Materials
 Standards of Conduct
 Employee Personnel Files
 Compensation

 Performance and Salary Reviews
 Payment of Wages
 Time Reporting
 Meal/ Rest Periods
 Overtime Pay
 On-Call Pay
 Employee Travel and Reimbursement
 Time Off/ Leave of Absence

 Holiday Pay  Bereavement Leave
 Vacation  Jury Duty
 Sick Leave  Voting Leave
 Family and  Military Leave of
Medical Leave
Absence
 Personal Leave of
 Lactation/
Absence
Breastfeeding
 Benefits

 Medical and Dental Insurance
 Group Life Insurance
 Short –Term Disability Benefits
 Long- Term Disability Benefits
 401(k) Plan
 Worker’s Compensation Benefits
 Tuition Assistance
 Employee Assistance Program (EAP)
 Elements of a Handbook

Specific to CACFP
 Business Ethics
 Integrity
 Adherence to Rules/ Regulations and Laws
 Arms Length Transactions
 Sponsor’s Standard of Conduct
 Outside Employment
 Employee Classification: Exempt/ Non-Exempt