Developing an Effective Employee Handbook (Updated Guide)
Hiring, Firing, Performance Evaluations, Documentation, Benefits, and Everything Else You Need to Know to Ensure Full Compliance to the Latest Enhanced Singapore Employment Act 2019
Enhancement made to Employment Act will see more workers protected 2019
The new changes will cover an extra 430,000 workers in managerial and executive positions previously not covered under the Employment Act. Thus, all businesses need to ensure their latest employment handbook is updated to fully comply with this new regulation.
What is an Employee Handbook?
An Employee Handbook is an important piece of document in any organisation. It is a compilation of the organisation’s policies, procedures, rules, practices and working conditions in a company.
It serves to inform employees of the work rules and to explain the human resource practices and the terms and conditions of employment in greater detail than what is written in a typical employment contract. It also set out the various employee benefits that are accorded to employees.
Among other things, an employee handbook should cover everything from dress code and vacation days to employees’ code of conduct and non-discrimination policies. Additionally, it should set the tone for what it’s like to work at a company – Hence, your organisation’s employee handbook isn’t just a list of “what not to do”. It’s also a chance to express your mission statement, and workplace culture.
In terms of legal requirements, employee handbook provides an excellent scope of the responsibilities as an employee and an employer and forms an important part of the employment contract under the Singapore Employment Law. If you already have one, you should ensure that it has been recently updated to comply with the constantly changing policies and practices. Along with saving you time, such manuals can improve employee morale, prevent disagreements and even keep the company out of legal suits.
How an Effective Employee Handbook can guide Employees?
Crafting a comprehensive employee handbook should be a top priority for your organisation.
A good employee handbook provides essential information to help new recruits to settle down. With a well-written, comprehensive handbook, employees always know what is expected of them at work. They know how their employer will address and apply the policies and procedures of the business and what they, as employees, can expect from the employer.
They can have reasonable expectations that fellow employees with similar issues will receive similar treatment. They share a knowledge base with the rest of the employees, too, and know what is important for the business.
And most importantly, Employees can see the benefits and compensation that they are entitled to receive clearly spelled out. Hence, the handbook serves a quick reference guide to a great deal of information that employees need at work.
How an Effective Employee Handbook useful for Employers?
Employers use the policies in an employee handbook to provide the road map to the ethical and legal treatment of employees. They protect themselves from lawsuits, such as harassment claims, wrongful termination claims, and discrimination claims.
As employee handbooks generally contain a code of conduct for employees with guidelines around appropriate behaviour for the individual workplace, there is a shared approach to addressing workplace issues, this is the best potential to create a harmonious, fair, employee and employer supportive workplace. It allows the employer to know that there is mutual understanding with the employees about actions and behaviours that will warrant disciplinary action up to and including employment termination in their workplace.
An employee handbook is thus a critical document for setting clear expectations, and providing policies for all employees to follow, and making it easier for employers to know how to work with employees to deal with problems when they arise.
This full-day workshop will allow you to examine a range of practices and examples from both local and global organisations, experience the opportunity to draft sections of an employee handbook, and apply a ready-to-use template to develop and customise your own organisation’s Employee Handbook.
To anchor the learning and its application, the workshop incorporates group discussions, matrices and models, simulations and hands-on drafting as well as best practice evaluations.
- Understand the reasons and uses for having an employee handbook
- Identify the source for developing a comprehensive employee handbook.
- Application of the relevant Singapore employment laws to the contents in the handbook.
- Identify and map out the key contents or items in an employee handbook.
- Avoid the common errors in developing an employee handbook
- Developing good structure, proper sequencing and appropriate sentence construction in compiling the necessary topics and information.
- Drafting of a sample employee handbook
- Review Process of existing employee handbooks to keep it relevant
- Answering of FAQs.
Who Will Benefit From This Course?
This workshop is beneficial to HR professionals and anyone who are tasked with the responsibility for developing/ updating a policy manual or employee handbook, or have a keen interest in doing so. Managers of small and medium enterprises will find this course useful in managing employee relations.
Human Resource Specialist & Organizational Coach Mr Bernard Tay (Master in HRD & Education, George Washington University, USA)
Bernard brings with him more than 20 years of full spectrum human resource experience in both the private and public sectors. He held senior human resource positions and his experience spans across different sectors including exposure to companies in the region. He is competent in human resource development and conversant in human resource management. Bernard is also a Senior Assessor with Spring Singapore where he has helped organisations attained People Developer and the coveted People Excellence and Singapore Quality Award.
As an associate trainer with the Civil Service College, his training assignments bring him to countries like Vietnam, Laos and Myanmar. Locally, he has delivered human resource in the public service to international delegates from commonwealth countries, ASEAN and in the region. In the academic profession, he is an adjunct lecturer to students pursuing diploma, undergraduate and post graduate master’s degree in Singapore. Bernard holds has a first degree in Economics from the then University of Singapore, a second class upper honours degree in Sociology from National University of Singapore. His master’s degree in Human Resource Development and Education is obtained from George Washington University, USA.