Are you having trouble controlling your staff behaviour?
Would you like to set new standards for your business?
Would
you like to reduce risk to your business from the actions of your staff?
Are you a small business looking for a complete package?
Why not bundle your new employee manual with a HR document management
system and get a complete HR package for your business?
Save money and reduce risk in your business at the same time!
All businesses are unique!
So it is that your Employee Manual will be customised to your business. You situation and your
procedures are your own, which is why each employee manual is bespoke.
To start off we learn about your business and the issues
that are unique to it. Then we build a list of policies and procedures to suit your needs and wants.
Your new Policies and Procedures Manual will cover such items as:
Leave entitlements;
Termination of employment;
Flexible working
arrangements;
Abandonment of employment;
Hours of work and breaks;
Location of work;
Dress code;
Smoking;
Equal Employment Opportunity;
Anti-Discrimination;
Harassment and Victimisation;
Workplace Bullying;
Grievance Procedure;
Confidentiality;
Fit for Work;
Code of
Conduct;
Email and Internet Usage;
Social Media & Blogging;
Motor Vehicle;
Drugs, Alcohol & Drinking;
Manual Handling;
Conflict of Interest;
Health and Safety;
Intellectual Property;
Travel;
Disciplinary Procedure;
Recruitment;
Media Contact;
Expense
claims procedure;
Employee training;
Plus other policies and procedures as required by your business...
Top Tips for your Employee Manual:
1: Make sure you induct all your current and new staff in the Manual and all its policies
and procedures.
2: Make sure your staff sign off on the Manual to say they have read it, understand it and agree to abide by
it.
3: Give the Manual to current staff to read for a week or two so that they can have an opportunity to raise any questions
they might have.
4: Make sure you review your Employee Manual on a regular basis. Say at least every six months. Technology,
laws and fads change on a regular basis - so your workplace policies may need to change to keep up with them.
5: Include
as many of your unique business rules as possible - travel policy, dress code policy, phone policy - so that your manual fits to your
business and not the other way around.
If you have employees, you need policies and procedures...
It is a very lucky business indeed that gets by without any staff
issues or problems that can cause sleepless nights for the business owner. With employees comes legal obligations and employers are
liable for the actions of their employees.
A business that can clearly communicate and induct their employees on workplace policies
such as discrimination, sexual harassment and internet use will create a more harmonious workplace and reduce the risk of staff issues
and their flow on effects.
A set of workplace policies in an employee manual is a proactive and positive way of telling your
employees that you offer a professional and safe working environment.
Quality employees will recognise this and appreciate
it and in the long run the business will benefit from a happier workforce that is more productive.
Employee Policy & Procedures Manuals
Why is an Employee Policies and Procedures Manual important for your business?
1: Set the parameters of employee behaviour. It
lets your staff know what they can and can't do in a variety of situations. It gives them guidance in their daily interactions with
other employees and ensures that all employees are on the same page.
2: Reduce risk in your business. Sexual harassment and bullying
are still major workplace problems. By having a workplace policy in place and inducting your employees into those policies you can
reduce risk to you business in the event of an incident occuring. You can show that your business did all it can to educate and instruct
employees on their expected behaviour.
3: Reduce staff turnover. An Employee Policies and Procedures Manual isn't a set of rules
to use after the fact. An Employee Manual is there to tell staff what not to do so they don't put themselves in a position where
they might be fired. Would you want to fire your top employee because they downloaded pornography in the office? No you don't. So
that's why you have an well worded policy on the subject and induct them into so they know the consequences if they do.
4: It's
part of being an 'Employer of Choice'. By having a set of policies and procedures you are showing your employees that you mean business
when it comes to staff management. It makes your business more professional and employees know they are in a professional and well
managed work environment. Employees tend to stay longer in businesses that have their staff management act together.
5: Reduce
the chances of an unfair dismissal claim. Terminating employees is a risky action these days so you need an Employee Manual that sets
out the consequences of particular behaviours and can back up your decision to terminate an employee.
Want to avoid being on the wrong side of the stats?
• In 2010 only 50% of employers in sexual harassment claims were able
to cover their burden of proof.
• The other 50% paid out a total of $48M
• One in 5 complaints to the AHRC relate to sexual harassment
• Workplace bullying is 4 times as prevalent as harassment
• 40% of workers will quit their job to avoid being bullied
• 72% of workplace bullies are people in positions of power
• In 2010 only 60% of employers in workplace harassment cases were able to cover their burden of proof
• The other 50% paid out a total of $48M
• One in 5 complaints to the AHRC relate to sexual harassment
• Workplace bullying is 4 times as prevalent as harassment
• 40% of workers will quit their job to avoid being bullied
• 72% of workplace bullies are people in positions of power
• In 2010 only 60% of employers in workplace harassment cases were able to cover their burden of proof
• 2012 research shows that 51% of employees are winning their unfair dismissal
claims
• Unfair dismissal claims have tripled under the Fair Work Act
HR2You - PO Box 281, Mooroolbark, Vic 3138 Phone: 03 9726 5094
Email: enquiries@hr2you.com.au
(c) 2011 KMR Cassidy Pty Ltd All Rights Reserved