Once you purchase Your Employee Handbook for Restaurants, you will receive links you can use to download the files to your computer. The links come to you in an email and via a secure web page within seconds of completing the purchase process with Paypal.
Best practices in employee management generally do not recommend granting vacation days before they are accrued, as it can cause problems if an employee leaves the company before the vacation time is earned. Employee may be required to refund pay to the company in this event. It is better to have a policy that requires a delay of time, perhaps six months, before paid vacation can be taken, allowing accrual to happen.
No. The laws are very consistent in how they are structured. To keep adding policy upon policy is confusing and redundant. It also opens you up to mistakes in how consistently you administer policies. (This is especially true with leave policies.) Here are some basic guidelines:
• If you do something for one employee, you must do the same for all.
• Keep a safe work environment. Notify and equip employees for potential job-related hazards to their health.
• Be fair about letting people have time off for emergencies. It doesn't have to be paid leave.
• Never mess with the paycheck. Pay what you agreed to pay when you agreed to pay it.
Your Employee Handbook covers all of these issues. If you have a questions, check back to see if any new policies have been posted to the our web site. If you need to add it, it will be posted.
You can't afford to not have an employee handbook. The cost of Your Employee Handbook is very reasonable compared to just one employment law-related court action. Introducing a handbook to your employees is as sample, and inexpensive, as a company lunch to read and review the new handbook.
Yes, of course you can. You might also find very good handbooks available from a variety of sources, including free "sample" handbooks on the Internet, or from professional and trade associations. You need to make the choice as to what type of handbook you want for your company. Your Employee Handbook offers a reasonably-priced, customizable, and complete solution for the employee management needs of a small business — from the handbook, to forms and posters, to a guide for managing employees.
Most small business owners prize the casual nature of a small business and don't want to formalize their operations — especially with regard to managing employees. But very few businesses are too small to have zero risk of employment-related problems that are potentially costly. Under the law employees are entitled to the same rights, consideration and treatment from a small business as from a national corporation. When you have employees, you need an employee handbook.
An employee handbook does not always create a contract, but many inadvertently do just that. Your Employee Handbook contains clauses specifically written to prevent this assumption from being made by employees.
An employee handbook will strengthen your ability to manage by educating employees about their role in the company, the duties they must perform, the expectations managers have for them, and the rewards and benefits they can expect for their work. With this type of clarity in communications, it is usually easier to set mutually beneficial goals for employer and employee.
We've designed Your Employee Handbook for companies with up to 100 employees in a non-union environment. If you grow your company larger, you'll need the services of a human resources specialist who will write policies that fulfill the more stringent regulatory requirements that affect larger businesses.
There is as much danger in saying too much as too little. Your Employee Handbook is about 43 pages. Handbooks that are more than fifty pages long are usually filled with language that will form an implied contracts. They're harder to read, absorb and use on a regular basis, and tend to get placed on the shelf to be ignored. Your Employee Handbook is designed and edited to contain all the employee policies a small business needs for normal operations, in an easily-referenced format.
Send your suggestions or policy samples to our editor using the Support Request or Contact Us page. If we decide to use your policy in a future revision to Your Employee Handbook, we'll contact you for more information.
We've written Your Employee Handbook to cover most situations that a small business will need in working with employees. We do recommend, however that you have your attorney review the policies to make certain they are in compliance with local or state laws.
Your Employee Handbook is written for small, non-union businesses. If you employ union workers, you need the more advanced services of an attorney or human resources consultant specializing in unions.
We've designed Your Employee Handbook to be affordable for small businesses. That means reducing our costs wherever possible. One way is by using electronic distribution to avoid the costs of printing and shipping. Another is by writing a handbook that is applicable to as many businesses as possible, eliminating expensive policies that may be applicable to only a few companies.
By concentrating on small businesses in just a few categories, we can limit the amount of work required and the expense to you.
Yes. You will not download a computer virus or any other malicious file when you download e-books or e-book readers at YourEmployeeHandbook.com. Additionally, both Microsoft and Adobe programs have built-in security and encryption features to protect against copyright violations.
A downloadable book, also known as an e-book or electronic book, is a digital book that you can read on a computer screen. Some e-books can also be read on an electronic device such as a Palm or other handheld computer, but Your Employee Handbook is currently available only for Microsoft Word-compatible word processing programs and Adobe Acrobat readers for Windows PC and the Macintosh.
Unfortunately, as our handbooks are concerned with employment and other laws in the United States, we are not able to sell e-books to international customers at this time.
You can access the e-book download link again by logging into YourEmployeeHandbook.com and selecting the Download Area from the navigation menu. From there you can re-download the files.
You will always have access to your purchase, regardless of your membership status with the site.
The download time depends on the size of the e-book you order and the speed of the modem on your computer. Download times for an average-sized e-book according to connection speed are as follows:
• T1 = Complete system, about three minutes; template, less than a minute
• DSL/cable modem/ISDN = Complete system, about seven minutes; template, less than a minute
• 56K = Complete system, about 17 minutes; template only, about two minutes
ª 28.8K = Complete system,about 34 minutes; template only, about four minutes
Yes, you can use a check or electronic draft to pay using Paypal. However, we will not supply you with the download link until your check clears your bank. This process may take from 3 to 7 business days to complete before you can access your files. Checks that are returned for any reason are subject to a fee of $25.00, which must be paid before you will be able to download your purchase.
You do not have to pay shipping and handling charges for e-books. For sales tax purposes, e-books and e-documents are considered to be shipped to your credit card billing address.
The download link your receive will expire after 5 download attempts or 120 hours. However, you can send us a Support Request if you need the expiry time to be extended.
Once you download your e-book, it will automatically be saved to the "Your Employee Handbook" folder in your "My Documents" folder, so that you can read and use your e-book whenever you like. Once you receive your e-mail with the download link in it, we recommend that you download your e-book so that you can begin using it immediately.
You will also receive log-in information for the private member's area of the website, where you have access to a page from which to re-download the files, or access revisions and updates. Your access to the member's only page is valid for the length of your membership. One full year of membership is included in your purchase price.
No. Unfortunately, we can only accept orders for a quantity of one. However, your license allows for printing multiple copies of Your Employee Handbook, or copying the file to multiple computers in your company.
You can purchase Your Employee Handbook by adding it to your Shopping Cart and proceeding through our order form. Within minutes after you place your, an e-mail containing a link to your e-book purchase will be sent to the e-mail address associated with your account. Simply click that link, and the e-book will be downloaded to your computer.
ou can read and use our publications on any Macintosh running OS 8.x through 10.x You must have a version of Adobe Acrobat or Adobe Acrobat Reader suitable for your system. You must also have Microsoft Word or a compatible word processing program to read, edit and print Your Employee Handbook.
You can read and use our publications on your PC running an version of Windows. You must have Adobe Acrobat or Adobe Acrobat Reader for your version of Windows, plus Microsoft Word or a compatible word processing program to read, edit and print Your Employee Handbook.
A reader is the software that must be installed on the computer or device to which you download your e-book in order to read it. You can purchase Your Employee Handbook at any time, but you must have the proper programs installed on your computer before you can read or use our publications. You can download the Adobe Acrobat Reader program for free from a link on this web site or from Adobe. Microsoft Word or similar programs can be purchased from a variety of sources.
Some states have regulations or statutes that expand the Family Medical Leave Act and leave time for military personnel and reservists. Your Employee Handbook was written to include a sick and personal leave policy that will cover any of these special add-ons some states require. In actuality, small businesses are better at leave flexibility than larger corporations. Because the owners and managers usually know the employees personally, they are more aware of family emergencies and military commitments. Most small businesses do much more than what is required by federal or state laws.
Your Employee Handbook comes with a basic safety program guide — The Companion Safety Program and Facilities Safety Checklist. Although construction, manufacturing and restaurant operations will primarily benefit from this basic safety guide, office and retail operations will also benefit from being aware of the need for employee safety and reporting.
Teenagers are important to the workforce of retailers and restaurant operators. Your Employee Handbook does not specifically address teenage workers. Most state regulations govern the number of hours teenage workers can be used each week and when those hours can be scheduled. Use these general guidelines to make sure you are in compliance:
• Never hire anyone younger than 14.
• Never work a teenager past 10 p.m. on week nights or past 12 p.m. on weekends.
• Require a work permit. of every teenage worker.
• Pay them as you would an adult worker.
• Do not allow a teenager to handle alcohol or operate machinery.
Read the work permit. It will tell you what the limitations are for that worker.
Some states require a higher minimum wage than the federal government. Others have a lower minimum for very small businesses. Your Employee Handbook includes poster references for each state. If you are following the guidelines on the poster, you are in compliance.
Even if your state doesn't have specific legislation on an issue, eventually your business will grow to qualify for regulation under federal guidelines. Establish good policies now and follow them. That way you won't have to go back and change or re-orient your supervisory and human resources policies.
This means that your state does not yet have specific legislation covering that particular policy area. Follow the policies in Your Employee Handbook to stay in compliance with minimum federal requirements.
Yes. The states often implement laws affecting employee health insurances. If you offer employee benefits, your insurance agent will cover these requirements with you. Most have to do with expanding the length of time an employee can be covered under COBRA, for example. If you are following the notification procedures outlined by your agent, you are in compliance.
When states add protections to federal laws, they do so to expand the number or type of employee the law affects. For example, the federal government may require compliance from companies with 50 or more employees. A state may create a law that requires the same type of coverage or protection from companies with just 20 employees.
Your Employee Handbook was written to comply with all federal laws, and, therefore, would cover most state additions. However, to fully comply with your state's regulations, some policies may need to be added, which is the purpose of the State Supplement, which is included with Your Employee Handbook.
Yes. The policies in Your Employee Handbook are written to the best practices known today, which includes full compliance with labor laws that apply to most employees of small businesses.
That said, however, there may be state or local labor laws that apply to your business that we cannot be aware of, or that we do not cover, especially for the price we want to charge. If you have a specialty business, a union shop, or operate in a state with generally strict labor laws, you should check with your attorney to include policies that will protect you in your state.
Got a question? Please use our contact form to send it to us — or call!
