[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-detail-165624-en":3,"doc-seo-165624-105":30,"detail-sidebar-cat-1-en-105":91},{"code":4,"msg":5,"data":6},0,"success",{"doc_id":7,"user_id":8,"nickname":9,"user_avatar":10,"doc_module":11,"category_id":12,"category_name":13,"doc_title":14,"doc_description":15,"doc_content":16,"file_id":17,"file_url":18,"file_type":19,"file_size":20,"view_count":4,"is_deleted":4,"is_public":11,"is_downloadable":11,"audit_status":11,"page_count":21,"language":22,"language_code":23,"site_id":24,"html_lang":23,"table_of_contents":25,"faqs":26,"seo_title":27,"seo_description":15,"update_tm":28,"read_time":29},165624,2336475104736,"วิน","https://ap-avatar.wpscdn.com/avatar/22000c4c5e0e5b17e70?x-image-process=image/resize,m_fixed,w_180,h_180&k=1786591360781797222",1,18,"Letters","Employee Handbook Template - Sample 3","Employee Handbook Template provides a practical framework for creating an employee handbook, including an initial disclaimer that the handbook guidance is not a substitute for legal advice. It explains why employers use handbooks, how to tailor the template to the organization, and how to communicate policies through employee meetings and signed acknowledgements. It also includes a table of contents and a section summarizing federal labor laws by employee-count thresholds, with additional guidance for updating and filing documents.","Your Logo Here\nEmployee Handbook Template\n\u000fImportant Employer Information\nDisclaimer:\nThis document is meant to be a guideline for developing an employee handbook, not a substitute for legal advice. The suggestions for content are general, and the final product should be reviewed by legal counsel, as laws are constantly changing.\nNote that some areas in this Employee Handbook Template are printed in colored text and in italics. These policies apply to businesses with specific numbers of employees. Refer to the list of laws to determine if they apply to your workplace. You may not want to include them and accept liability that you do not need to accept.\nYou should always make sure to get employees to sign a receipt of acknowledgement, which establishes the importance of the information and how it applies to employees. This receipt also states that the handbook is not a contract of employment.\nWhy Have Handbooks?\nIf you have 10 or more employees, you may want to have a handbook to pass on information such as the following to employees:\nYour expectations of your employees and what they can expect from the organization.\nYour customer service policies.\nThe workplace rules, so that corrective action is easier.\nWhat makes your business a good place to work?\nHandbooks can also provide evidence on the side of the business to defend against discrimination or unemployment claims.\nHandbooks need to be clear and reasonable without excessive detail, so that all employees can understand them.\nHow to Use This Template\nReview the document and delete those policies that do not apply to your business.\nAdd your organization’s name in place of (Company Name).\nAdd specific information in areas that are in bold italic type, such as benefits, holidays, and so on.\nReview the document again for grammar and spelling (spell-check and grammar-check can help).\nSave and print the document.\nIt is highly recommended that you have a qualified attorney who is familiar with your state’s labor laws review the document.\nCommunicate with your employees about the handbook, and get a signed acknowledgment from each of them.\nFile the acknowledgment in each employee’s personnel file.\nPlan to review the handbook on an annual basis and make appropriate changes.\nCommunicating about the Handbook\nIt is recommended that you meet with your employees and go over the handbook with them rather than just handing it to them. This way, you can make sure that they understand the policies and other information. You should let them know that the meeting is not intended to discuss changes in the document, but rather to allow them to ask questions so that they can understand the information.\n\u000fFederal Labor Laws by Number of Employees (rev. 6/2004)\n(Note: This should not be considered legal advice and may not be a comprehensive list, as laws are constantly changing. Check with professional HR sources, state or federal agencies, or legal counsel to verify what laws affect your workplace)\n1–14 Employees\n• Title VII of the Civil Rights Act of 1964 and the Civil Rights Act of 1991 (for employment agencies and labor organizations). See the section on 15–19 employees for other employers.\n• Consumer Credit Protection Act of 1968\n• Employee Polygraph Protection Act of 1988\n• Employee Retirement Income Security Act of 1974 (ERISA) (if the organization offers benefits)\n• Equal Pay Act of 1963\n• Fair Credit Reporting Act of 1970 (FCRA)\n• Fair Labor Standards Act of 1938 (FLSA)\n• Federal Insurance Contributions Act of 1935 (FICA) (social security)\n• Health Insurance Portability and Accountability Act of 1996 (HIPPA) (if the organization offers benefits)\n• Immigration Reform and Control Act of 1986 (IRCA)\n• Labor-Management Relations Act of 1947 (Taft-Hartley)\n• National Labor Relations Act of 1935 (NLRA)\n• Occupational Safety and Health Act of 1970 (OSHA)\n• Uniform Guidelines on Employee Selection Procedures (1978)\n• Uniformed Services Employment and Re-employment Rights Act of 1994\nWith 11–14 emplo","cbCaibky5fBdad6e","https://ap.wps.com/l/cbCaibky5fBdad6e","doc",153600,29,"English","en",105,"# Important Employer Information\n## Disclaimer\n## Why Have Handbooks?\n# How to Use This Template\n# Communicating about the Handbook\n# Federal Labor Laws by Number of Employees (rev. 6/2004)\n## 1–14 Employees\n## 15–19 Employees\n## 20–49 Employees\n## 50 or more Employees\n## 100 or more Employees\n## Federal contractors\n# (Company Name) Employee Handbook\n## Table of Contents","[{\"question\":\"What is the purpose of the employee handbook template and what are its legal limitations?\",\"answer\":\"The template is a guideline for developing an employee handbook and is not a substitute for legal advice. 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Suggestions are general and the final product should be reviewed by legal counsel because laws change over time.","Answer",{"name":78,"@type":73,"acceptedAnswer":79},"How should an organization customize the handbook template before using it?",{"text":80,"@type":76},"Review the document and remove policies that do not apply. Replace “(Company Name)” with the organization’s name, add specific details in bold italic sections (such as benefits and holidays), and recheck grammar and spelling before saving and printing.",{"name":82,"@type":73,"acceptedAnswer":83},"How should employers communicate the handbook and handle employee acknowledgement?",{"text":84,"@type":76},"Meet with employees to review the handbook so they can understand the policies and ask questions. 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