Stop And Shop Employee Handbook

16-09-2021 admin

Jun 25, 2012 I recently updated my handbook and had a labor attorney review it. I would strongly recommend shop owners to make a bullet point list of what you want to include in an employee handbook and work with either a labor law attorney or a payroll company to develop the handbook. There are many laws specific to state laws, and federal laws to consider. The employee handbook (and the newer, cooler “culture code”) is a great tool for employees, new and existing, to learn the company’s mission, values and norms. The handbook lays out expectations about everything from the dress code to employee benefits to conduct policy. As a result, every employee handbook is unique to the company it. Employee handbook: 6 must-have policies for your manual. Don’t think you need to hassle with creating a strong employee handbook? As your business grows, an employee handbook is a manual for what your employees can expect from your company and what your company expects from them. The purpose of this personnel policy handbook is to inform you, the employee, of your rights, benefits, privileges and responsibilities that you assumed when you accepted employment with Lowe Automotive Group. We ask that you read and retain this handbook so that you can fully understand the organization for which you work.

Stop And Shop Employee Handbook Template Printable
Stop & Shop Employee Website
Stop And Shop Union Benefits
Stop And Shop

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Though you’re not required by law to have an employee handbook, recording key policies can protect your business. Plus, it gives your employees the clarity they need to know how things work.

What is an employee handbook?

An employee handbook—or employee manual—is an important living document for your employees that outlines your company policies, history, and culture for current and future employees. Though 87% of small businesses sized 10-200 have employee handbooks, HR experts agree that it’s best practice to start a handbook as soon as you hire your first employee, as it defines expectations and can protect you legally.

Now back to business: here are the main policies you’ll want to record in that employee handbook:

Stop And Shop Employee Handbook Template Printable

1. Onboarding and joining the team

One of the top motivations for businesses to create an employee handbook is to train new hires. So kick things off by laying out the basics that every employee should know before the shimmy through the front door.

The employee onboarding section may include your:

At-will employment clause
Equal employment opportunity statement
Conflict of interest statement
Confidentiality agreement
General details, such as directions to the office, team structure, and key contact info

A quick reminder about at-will employment

If there isn’t an agreement clearly stated in your employee handbook, then this type of employment is assumed in all states besides the Treasure State (also known as Montana).

Here’s an example of a sample at-will clause you can use as a model:

“Keep in mind that [your company] is an at-will employer. This means that either party can end the relationship at any point for any reason, with or without notice.”

2. Code of conduct

Even the most free-flowing organization has boundaries. Your code of conduct section should spell out the “10 Commandments” for life as a member of your team. If there’s anything that’s frowned upon, this section should cover it. For example, you can explain your:

Dress code policy
Anti-discrimination policy
Anti-harassment policy
Substance-free workplace policy
Taking disciplinary action

3. Office environment

What’s life like at the office? This section of your employee handbook explains how, when, and where employees are expected to get things done. You’ll want to include hot topics like:

Work hours
Your work-from-home policy
How to keep the workplace safe
Americans with Disabilities Act (ADA) accommodations
Use of company equipment

4. Communication policies

How does your team interact with each other? What about customers, vendors, and other partners? Some of this may seem like common sense, but it can still be helpful to spell it all out in your employee manual.

Set out your expectations for channels like:

Email
Social media

5. Compensation and performance reviews

Not to downplay other critical policies, but the next two sections are ones your employees will likely flip back to frequently.

Here’s a look at the policies you’ll want to cover:

Job classification details
Salary and bonuses
Promotions and transfers
Travel and expense policy

6. Benefits

Stop & Shop Employee Website

Woohoo! Here’s where you list out the benefits you offer your team and explain how they match up with the values you celebrate. When someone’s finished reading this section, they should feel knowledgeable and well taken care of.

Open with a quick-reference section that outlines details such as which types of workers are eligible, when benefits kick in, and your plan’s policy number. Then, start with the essentials and work your way up to the icing-on-the-cake benefits:

Health, disability, life, and workers’ comp insurance information
Other leave policies, such as parental leave, sick leave, or jury duty

7. When someone leaves

It happens: Sometimes you just need to part ways. This section of your employee handbook should explain what happens when someone quits or gets terminated.

Explain the offboarding basics, such as:

When your employee will receive their final paycheck
How exit interviews work
How Consolidated Omnibus Budget Reconciliation Act (COBRA) benefits work if someone is laid off or fired.

8. Your company story

And last, don’t forget to share who you are and why you’re here! (Okay, this isn’t really a policy, but it’s still important).

From your original vision to how your company came into being, your company’s story is the underlying foundation that inspires people to show up and do amazing things every single day. Bring new employees into the fold by sharing this history with them.

Ask yourself:

Who is your company and what do you do?
Why does it matter?
Why should others care, too?

What do other small businesses have in their employee handbook?

Gusto conducted a survey of more than 330 businesses to find out what they’ve prioritized in their employee handbooks.

Here’s a behind-the-scenes look at the most common employee policies businesses include in their handbooks.

Policy	1-9 employees	10-200 employees
Work hours	31%	62%
Workplace safety	29%	69%
Company mission and values	26%	53%
Dress code	22%	56%
Use of company equipment	22%	49%
Salary and bonuses	20%	53%
Lunch and break periods	19%	53%
Substance abuse	18%	49%
Email and internet usage	18%	50%
Disciplinary action	16%	61%
Social media	16%	43%
Data privacy	16%	46%
Travel and expensing	16%	41%
Performance reviews	15%	56%
Termination and offboarding	13%	41%
Bullying	11%	36%
LGBTQ rights	5%	23%
None of the above	41%	4%

Your employee handbook isn’t just a helpful reference doc; it captures the culture, values, and personality of your company.

Give every policy careful consideration and take time to make your employee handbook shine.

Though you’re not required by law to have an employee handbook, recording key policies can protect your business. Plus, it gives your employees the clarity they need to know how things work.