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Employee Handbooks Made Easy!At last, busy nonprofits can produce their own employee handbooks without the usual worries or frustrations. And employees can finally look to a single source for all the policies and procedures that bear on their day-to-day work. This unique book-and-disk set has everything you need to craft an employee handbook that is tailored to your organization's mission, culture, and goals. It is The Management Center's most comprehensive human resources toolkit for nonprofits across the country—filled with sample policies and examples of how to adapt each policy to your specific objectives.Flexible and user-friAndly, Creating Your Employee Handbook offers a unique three-level approach, capturing the complexity and diversity of your nonprofit. Many of the sample policies appear in versions that correspond to large, medium-sized, or small nonprofits. Sample policies also reflect different organizational cultures. For each policy, you can choose—mixing or matching as needed—the language, form, and style that best reflect your purpose and work culture. Topics include: employment and employee development, benefits, workplace healthy and safety, standards of conduct, work hours and pay, and much more. You can create a new employee handbook from start to finish, update existing policies, or identify new ones.This hands-on manual can also help you gain insight into why certain policies are legally necessary. Such important policies are tagged throughout the handbook and there is even a state-by-state listing of specific statutes and mandates to help broaden your knowledge of employment law. Above all, Creating Your Employee Handbook shows how to make your handbook an effective employee communications tool.Use the Disk for Easy Customization and ImplementationThe do-it-yourself kit includes a computer disk complete with all of the sample policies in PC format. The policies are organized into folders that correspond to
By putting these policies at the beginning of your handbook, you are emphasizing the importance you place on creating a fair, respectful, and discrimination-free work environment.
In writing your EEO policy, be aware that the law does allow you to exclude a certain protected group if you can prove that the exclusion is based on a "bona fide occupational qualification (BFOQ)." For example, if your organization runs a residential shelter for battered women, you may be able to exclude men from the position of live-in coordinator.
If you have questions about this or other hiring issues, it's a good idea to speak with an employment attorney to identify your options in each particular situation.
We maintain a strong policy of equal employment opportunity. We seek to achieve equal opportunity for all staff members as articulated by federal, state, and local laws. Creative Agency actively seeks to recruit individuals without regard to race, creed, color, disability, marital status, veteran status, national origin, age, or physical handicap. Our equal employment opportunity philosophy applies to all aspects of employment, including recruitment, training, promotion, transfer, job benefits, pay, and dismissal.
It is the policy of this agency to afford equal opportunity in all aspects of employment to all persons without discrimination on the basis of race, religion, sex, national origin, ethnicity, age, physical disabilities, political affiliation, color, marital status, or medical condition. This policy shall apply to all employees, applicants for employment, board and committee members, and volunteers and extends to all phases of employment, including recruitment, screening, referral, hiring, training, promotion, discharge or layoff, rehiring, compensation, and benefits.
We cultivate a work environment that encourages fairness, teamwork, and respect among all employees. We are firmly committed to maintaining a work atmosphere in which people of diverse backgrounds and lifestyles may grow personally and professionally.
Leading-Edge Agency is an equal opportunity employer. It is our strong belief that equal opportunity for all employees is central to the continuing success of our organization. We will not discriminate against an employee or applicant for employment because of race, religion, sex, national origin, ethnicity, age, physical disabilities, political affiliation, sexual orientation, color, gender identity characteristics or expression, marital status, veteran status, or medical condition (for example, AIDS, AIDS-related condition, or cancer) in hiring, promotion, demotion, training, benefits, transfers, layoffs, terminations, recommendations, rates of pay, or other forms of compensation. Opportunity is provided to all employees on the basis of qualifications and job requirements.
Introduction: How an Effective Employee Handbook Can Improve YourOrganization.
STARTING YOUR HANDBOOK OFF RIGHT.
Policies for a Good First Impression.
PRESENTING CLEAR EMPLOYMENT AND EMPLOYEE DEVELOPMENTPOLICIES.
Employment and Hiring Policies.
CREATING WELL-CRAFTED BENEFITS POLICIES.
Health, Wellness, and Employee Assistance.
Paid Time Off.
Unpaid Time Off and Leaves of Absence.
DEVELOPING FAIR, STRAIGHTFORWARD POLICIES FOR WORKPLACE STANDARDSAND PRACTICES.
Work Hours and Pay.
Workplace Health and Safety.
Work Practices and Environment.
Information and Communication.
Standards of Conduct.
CLARIFYING END OF EMPLOYMENT POLICIES.
Appendix A. List of Legally Required Policies.
Appendix B. State by State Provisions for Selected Policies.
Appendix C. Sample Forms Employee Acknowledgement Written WarningDocument Job Description Position Description Form PerformanceEvaluation Form.
Appendix D. The Management Center Human Resources Assistance.