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Last revision: 22-07-2024
Available formats: Word and PDF
Size: 19 to 30 pages
Fill out the templateAn Employee Handbook ("Employee Handbook") is the basic constitution for the employees and includes a set of rules, principles, values, and behaviours, that the employees are expected to follow while working for an organization and define the desired behaviour. Employee Handbook acts as a guide to the employees from the inception of their job until the termination. The Employee Handbook can be used for any type of organization, regardless of size and area of work.
The Employee Handbook is a one-sided agreement drafted by the organization without any negotiation with the employees, and employees will have only the option to sign and acknowledge the same.
The Employee Handbook is a separate document that outlines the expected actions and responsibilities of employees. It can be used in conjunction with other specific policies such as the Employee Code of Conduct Policy, Social Media Policy, Employee Disciplinary Policy, Employee Reimbursement Policy, and Employee Privacy Policy. It's important to note that the Employee Handbook is distinct from the Employment Agreement, as the latter is a contract between an individual employee and the organization, while the handbook applies to all employees or a specific group within the organization.
An Employee Handbook covers a broader range of information including organization policies, benefits, and procedures whereas an Employee Code of Conduct Policy focuses specifically on ethical standards and behavioural expectations from the employee.
No, it is not mandatory to have an Employee Handbook. However, having one helps the employees be informed about the organization's expectations, policies, and procedures, which can reduce misunderstandings and disputes.
An Employee Handbook must contain the following sections:
An Employee Handbook is considered a living or ongoing document with Constant changes made to it by the organization as per the changes in law, internal policies, and practices.
Once the Employee Handbook is filled and printed, it can be circulated to the employees either as soft copies or physical copies, in either case, it is better to get the acknowledgement receipt from the employees. It is always better to make this Employee Handbook available to all employees and other stakeholders of the company.
The Employee Handbook needs to be regularly reviewed and updated to ensure it remains current and relevant to the organization.
In case any employee violates the Employee Handbook, the organization can set a progressive disciplinary action including verbal warning, warning letter, suspension, and dismissal from the employment.
The employment laws are covered under the respective Shops and Establishment Acts of the states concerned. In general, rules under the Indian Contract Act, 1872 will be applicable. Following are other general laws that may be applicable:
The Industrial Disputes Act, 1947
The Payment of Wages Act, 1936
The Equal Remuneration Act, 1976
The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013
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Country: India