Employee Handbook
One of the most important documents of every company is the Employee Handbook. It defines your company’s key policies and procedures and outlines your company culture. It is important for any company to have an idea of why an employee handbook is important to have and how to write an effective employee handbook that employees will actually want to read.
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What is an employee handbook?

An employee manual or staff handbook is a document or a set of documents which defines a company’s key policies and procedures and outlines its culture.

A worthwhile staff manual clearly communicates your company’s mission, values, operation policy and rules to your new and existing employees.

An introduction to your company and the way it operates are essential parts included within the handbook. An employee manual details who you are in the company, how you function, and what you can expect from your employees.

One of the most important aspects of an employee handbook is setting clear expectations for both parties: a company as an employer and its employees. It should clearly communicate what is expected from the company's employees regarding their workplace behaviour and performance and what they can expect in return.

New employees should receive the company's handbook from the employer on their first day at work - or even earlier! A successful practice is to send an employee handbook along with a welcome letter or email to new employees as a part of their onboarding process.
Why should you have an employee handbook?

It is essential to know that legally you are not obliged to have an employee handbook. Companies of any size are not legally required by any law to have an employee handbook.

Having said that, a lot of companies have an employee handbook or a manual. 87% of small businesses sized 10-200 have employee handbooks according to market research.

The question is, why does the overwhelming majority of companies choose to have the employee handbook?

It is because having an employee handbook affects many aspects of your business and it has a positive impact on your business at the end of the day.
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How Do Employers Use an Employee Handbook?

Handbooks are used by employers to provide a consistent set of policies and procedures. Furthermore, they are implemented to describe working conditions and the workplace behaviour and contributions expected from employees.

By writing a specific approach to addressing workplace issues, the company's management believes that they have the best potential to create a harmonious, fair, and supportive workplace for both the employer and the employee.

The policies in an employee handbook are also utilized by the employers to provide the roadmap to the ethical and legal treatment of employees. It offers them protection from lawsuits, such as harassment claims, wrongful termination claims, and discrimination claims. Generally, a staff manual contains a code of conduct for employees that set guidelines around appropriate behaviour for the individual workplace.

Procedures for making a complaint and progressive discipline are also in most employee handbooks. Having a handbook assists the employer to know that employees are informed about behaviours or misconducts that will warrant disciplinary action up to and including employment termination in their workplace.
What Employee Handbooks Do for Employees

Having a properly written, comprehensive handbook, employees always know what is expected of them at work. They have enough knowledge regarding the manner of which their employer will address and apply the policies and procedures of the business and what they, as employees, can expect from the employer.

It also helps them realize how their employer will address problems and complaints. A reasonable expectation that employees with similar issues will receive similar treatment is another benefit provided by the handbook. Employers will be able to share a knowledge base with the rest of the employees, too, and know what is important for the business.

The company's staff appreciate when the benefits and compensation that they are entitled to receive are spelt out in the manual when they get the job. Furthermore, the staff manual sets out a quick reference guide to any essential information that employees need at work.
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One of the most important documents of every company is the Employee Handbook. It defines your company’s key policies and procedures and outlines your company culture. It is important for any company to have an idea of why an employee handbook is important to have and how to write an effective employee handbook that employees will actually want to read.
Image
What is an employee handbook?

An employee manual or staff handbook is a document or a set of documents which defines a company’s key policies and procedures and outlines its culture.

A worthwhile staff manual clearly communicates your company’s mission, values, operation policy and rules to your new and existing employees.

An introduction to your company and the way it operates are essential parts included within the handbook. An employee manual details who you are in the company, how you function, and what you can expect from your employees.

One of the most important aspects of an employee handbook is setting clear expectations for both parties: a company as an employer and its employees. It should clearly communicate what is expected from the company's employees regarding their workplace behaviour and performance and what they can expect in return.

New employees should receive the company's handbook from the employer on their first day at work - or even earlier! A successful practice is to send an employee handbook along with a welcome letter or email to new employees as a part of their onboarding process.
Image
Why should you have an employee handbook?

It is essential to know that legally you are not obliged to have an employee handbook. Companies of any size are not legally required by any law to have an employee handbook.

Having said that, a lot of companies have an employee handbook or a manual. 87% of small businesses sized 10-200 have employee handbooks according to market research.

The question is, why does the overwhelming majority of companies choose to have the employee handbook?

It is because having an employee handbook affects many aspects of your business and it has a positive impact on your business at the end of the day.
Image
How Do Employers Use an Employee Handbook?

Handbooks are used by employers to provide a consistent set of policies and procedures. Furthermore, they are implemented to describe working conditions and the workplace behaviour and contributions expected from employees.

By writing a specific approach to addressing workplace issues, the company's management believes that they have the best potential to create a harmonious, fair, and supportive workplace for both the employer and the employee.

The policies in an employee handbook are also utilized by the employers to provide the roadmap to the ethical and legal treatment of employees. It offers them protection from lawsuits, such as harassment claims, wrongful termination claims, and discrimination claims. Generally, a staff manual contains a code of conduct for employees that set guidelines around appropriate behaviour for the individual workplace.

Procedures for making a complaint and progressive discipline are also in most employee handbooks. Having a handbook assists the employer to know that employees are informed about behaviours or misconducts that will warrant disciplinary action up to and including employment termination in their workplace.
Image
What Employee Handbooks Do for Employees

Having a properly written, comprehensive handbook, employees always know what is expected of them at work. They have enough knowledge regarding the manner of which their employer will address and apply the policies and procedures of the business and what they, as employees, can expect from the employer.

It also helps them realize how their employer will address problems and complaints. A reasonable expectation that employees with similar issues will receive similar treatment is another benefit provided by the handbook. Employers will be able to share a knowledge base with the rest of the employees, too, and know what is important for the business.

The company's staff appreciate when the benefits and compensation that they are entitled to receive are spelt out in the manual when they get the job. Furthermore, the staff manual sets out a quick reference guide to any essential information that employees need at work.
How to Write an Employee Handbook?
Producing an employee handbook is not an issue. Many employee handbook templates are available to be downloaded from the web, and they can be adjusted to fit your own needs.
However, a common problem with employee handbooks is that it's written in a boring manner. Most employees would not be reading it. That’s confirmed by statistics below:

A current market business research suggests that:

  • 43% of current employees employed in the 1980s or 1990s are not reading the majority of the employee handbook.
  • 33% of current employees employed in the 2000s and after are also not fully reading the handbook.

Another survey shows that:

  • 11% of the employees employed in the 1980s or 1990s have not actually even opened the employee handbook.
  • 36% of employees employed in the 2000s have no idea where their handbook is.
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Only 1 in 3 employed people find employee handbooks helpful, which is why a boring employee handbook is useless because it won't even be opened.

The question now is how to write an employee handbook in a way that encourages employees to read it?

Below are some useful tips for writing a helpful and engaging employee handbook:
  • Keep it short and simple: Use as few words as possible. Avoid long, complicated words and technical terms.
  • Use the appropriate language: An employee handbook should be written in a tone of voice that matches your company’s tone and culture.
  • Rewrite your company’s policies: Go through your existing company’s policies and rewrite them in a concise, understandable language.
  • Make it personal: Address the reader in the second person. Try to develop it in a way that makes it feel as if you are talking to your favourite colleague!
  • Add images and videos: Add images of your employees and everyday life at your office. Include the video message of your CEO.
  • Create an interesting format: Try Developing the handbook in a way that brings it to life by turning it into a playful quiz, an interactive survey or even a comic!
Producing an employee handbook is not an issue. Many employee handbook templates are available to be downloaded from the web, and they can be adjusted to fit your own needs.
However, a common problem with employee handbooks is that it's written in a boring manner. Most employees would not be reading it. That’s confirmed by statistics below:

A current market business research suggests that:

  • 43% of current employees employed in the 1980s or 1990s are not reading the majority of the employee handbook.
  • 33% of current employees employed in the 2000s and after are also not fully reading the handbook.

Another survey shows that:

  • 11% of the employees employed in the 1980s or 1990s have not actually even opened the employee handbook.
  • 36% of employees employed in the 2000s have no idea where their handbook is.
Image
Only 1 in 3 employed people find employee handbooks helpful, which is why a boring employee handbook is useless because it won't even be opened.

The question now is how to write an employee handbook in a way that encourages employees to read it?

Below are some useful tips for writing a helpful and engaging employee handbook:
  • Keep it short and simple: Use as few words as possible. Avoid long, complicated words and technical terms.
  • Use the appropriate language: An employee handbook should be written in a tone of voice that matches your company’s tone and culture.
  • Rewrite your company’s policies: Go through your existing company’s policies and rewrite them in a concise, understandable language.
  • Make it personal: Address the reader in the second person. Try to develop it in a way that makes it feel as if you are talking to your favourite colleague!
  • Add images and videos: Add images of your employees and everyday life at your office. Include the video message of your CEO.
  • Create an interesting format: Try Developing the handbook in a way that brings it to life by turning it into a playful quiz, an interactive survey or even a comic!
Who Should Write an Employee Handbook?
The HR department usually owns the handbook in most companies. This is because the HR team has in-depth knowledge and understanding of the relevant company’s policies.
A dedicated HR team, however, may not exist in a smaller company, and in such circumstances, an employee handbook is often written by leadership. A CEO of a small startup company may write the employee handbook by himself. The employee in charge of marketing typically helps the CEO to formulate the text in the most readable way.

Using a collaborative approach in creating your employee handbook is another modern option. It is done by creating the first draft of your employee handbook and have all your employees to assist in filling it up. The first version is usually presented by the employer and employees are then asked to comment on it and suggest things they would like to see in it.

Once the employee handbook is written, a legal professional is necessary to go over it. The legal counsel of choice must be an expert in the employment law. It is important to do that as it is the only way to ensure that:
  • There are no legal loopholes that can be exploited
  • You are following all relevant laws and policies of your country and region.
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The HR department usually owns the handbook in most companies. This is because the HR team has in-depth knowledge and understanding of the relevant company’s policies.
Image
A dedicated HR team, however, may not exist in a smaller company, and in such circumstances, an employee handbook is often written by leadership. A CEO of a small startup company may write the employee handbook by himself. The employee in charge of marketing typically helps the CEO to formulate the text in the most readable way.

Using a collaborative approach in creating your employee handbook is another modern option. It is done by creating the first draft of your employee handbook and have all your employees to assist in filling it up. The first version is usually presented by the employer and employees are then asked to comment on it and suggest things they would like to see in it.
Image
Once the employee handbook is written, a legal professional is necessary to go over it. The legal counsel of choice must be an expert in the employment law. It is important to do that as it is the only way to ensure that:
  • There are no legal loopholes that can be exploited
  • You are following all relevant laws and policies of your country and region.
How InTune Outsourcing can Help
While in an ideal setup, the employee handbook can be written internally and collaboratively between the company and its staff, without the in-depth research or knowledge it can also blow up into a legal and internal mess. This is where our professional team at InTune Outsourcing will step in to help our clients understand their own rules and their desired culture, and to write a handbook that the company can use for many years to come.

Are you looking for an outsource partner to help you write your employee handbook? We at InTune Outsourcing can help in this regard, as well as in other procedures relating to HR. Call us or email us today to find out how we can help you.
It is the process of distinguishing open accounts receivables based on the length of time an invoice has been outstanding. The report is utilized as a gauge to determine the financial health of a company's customers. If company's receivables are shown to be collected much slower than normal within the receivable aging, this is a warning sign that business may be slowing down or that the company is taking a huge credit risk in its sales practices. Furthermore, the aged receivables report tabulates invoices owed by length, often in 30-day segments as listed below, for quick reference:

  • 0 to 30 days
  • 31 to 60 days
  • 61 to 90 days
  • 91 days and more

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How does Accounts Receivable Aging Work?

The account receivables aging can indicate that certain customers are becoming credit risks, and may reveal whether the company should keep doing business with customers that are systematically late payers. There are usually columns within the aging report that are typically broken into date ranges of 30 days, and shows total receivables that are currently due, as well as receivables that are past due.
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Allowance for Doubtful Accounts

Determining the allowance for doubtful accounts is one of the useful benefits of the accounts receivable aging. When estimating the amount of bad debt to report on a company’s financial statements, the accounts receivable aging report is useful to estimate the total amount to be written off. The main beneficial feature is the aggregation of receivables based on the length of time the invoice has been past due.

A fixed percentage of default to each date range is applied by a company. If there are any invoices past due for longer periods of time, they are in turn given a higher percentage due to increasing default risk and decreasing collectability. The total of the products from each outstanding date range provides an estimate regarding the number of uncollectible receivables.
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Benefits of Accounts Receivable Aging

Companies will use the information on an accounts receivable aging report to plan their collection actions, such as creating letters or making follow up phone calls to customers with overdue purchase balances. The month-end statement or collection letter mailed to customers alongside the accounts receivable aging report provides a detailed account of outstanding items.

Ensuring a timely manner of customers’ collections is extremely important for the cash flow and operations of a company. Therefore, both internal, as well as external parties, should periodically clean up the accounts receivables aging report for accurate reference.

The findings from accounts receivable aging reports may be improved in various ways. First, accounts receivables are derivations of the extension of credit. When collecting accounts become difficult for a company, as evidenced by the accounts receivable aging report, specific customers may be extended business on a cash-only basis. Hence, laying out credit and selling practices becomes easier when an aging report is processed.
Every SME Can Become Large
InTune Outsourcing - Creating Financially Driven Businesses and Entrepreneurs.
Every SME Can Become Large
InTune Outsourcing - Creating Financially Driven Businesses and Entrepreneurs.

About InTune Outsourcing Services

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InTune Outsourcing was founded in 2007 as an outsourcing and business consultancy firm geared to the needs of small and medium sized enterprises.

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About InTune Outsourcing Services

Quick Link

Facebook


InTune Outsourcing was founded in 2007 as an outsourcing and business consultancy firm geared to the needs of small and medium sized enterprises.

Find Out More About Us


About InTune Outsourcing Services


InTune Outsourcing was founded in 2007 as an outsourcing and business consultancy firm geared to the needs of small and medium sized enterprises.

Find Out More About Us

Facebook