{"id":4186,"date":"2016-11-22T11:08:22","date_gmt":"2016-11-22T16:08:22","guid":{"rendered":"https:\/\/gtm.com\/business\/?page_id=4186"},"modified":"2026-05-07T17:24:07","modified_gmt":"2026-05-07T21:24:07","slug":"employee-handbook","status":"publish","type":"page","link":"https:\/\/gtm.com\/business\/what-we-offer\/employee-handbook\/","title":{"rendered":"The Employee Handbook"},"content":{"rendered":"

A well written and comprehensive employee handbook will benefit both the employee and the employer. Employees will gain a better sense of the organization and employers will know that they have made the policies and expectations clear to its workers.<\/p>\n

Why Do You Need an Employee Handbook?<\/h2>\n

Introduces employees to the fundamentals of your organization\u2019s culture<\/h3>\n

Your culture is the beliefs and values that members of the organization are expected to share. This introduction explains what you do and why you do it. It may also give employees a look into the history of your organization, how you got to where you are, and where you intend to go. Last but not least, it gives employees an idea of how they can contribute to the culture.<\/p>\n

Communicates to employees what general behaviors and procedures are expected of them<\/h3>\n

These include general safety responsibilities, confidentiality expectations, timekeeping processes, reporting procedures, dress codes, and any other ways of doing things at your organization.<\/p>\n

Educates employees about what they can expect from the organization\u2019s leadership<\/h3>\n

Executives, managers, and HR departments have obligations to their employees\u2014both those they\u2019ve established themselves and those required by law. A good handbook tells employees what those obligations are and how they will be met. If your employees are entitled to leaves or accommodations, for example, your handbook should explain these.<\/p>\n

Supports consistent enforcement of company policies<\/h3>\n

Employers expose themselves to risk when they interpret, apply, or enforce policies inconsistently. Transparency about policies and how they are enforced helps keep everyone accountable and the enforcement of rules consistent across the company.<\/p>\n

Showcases the benefits the organization offers<\/h3>\n

Does your organization offer vacations, 401(k), health insurance, paid parental leave, or other employee benefits? If so, your handbook should outline these programs and their eligibility requirements.<\/p>\n

10 Examples of Why You Need an Employee Handbook<\/h2>\n

In general, all businesses should create and update an employee handbook that clearly defines workforce policies and expectations. A handbook can resolve disputes before they occur and protect both the employer and employee from potential litigation.<\/p>\n

Here are ten real-life examples<\/a> that may seem familiar or could occur in your place of business, and demonstrate why you need an employee handbook.<\/p>\n

Essential Employee Handbook Sections<\/h2>\n

A thorough employee handbook includes many sections and specific policies. Listed here are the sections applicable to most organizations<\/a> and information about what each section might include. However, it is important to customize your handbook and include policies that are applicable to your business and its practices.<\/p>\n

Don't Wait\u00a0to Update Your Handbook<\/h2>\n

There is a seemingly unending variety of new laws and changes to existing laws impacting employers of all sizes. To stay in compliance with federal and state regulations, you should update your employee handbook\u00a0now<\/em>\u00a0to include prenatal leave, paid family leave, harassment training, paid sick leave, remote work policies, safety requirements, and more.<\/p>\n

Other\u00a0events may require additional policies or updates to be added to your employee handbooks, such as:<\/p>\n