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Ensure employees can quickly find the information they need.
Ensure employees have the most current information available at the time they need it.
Ensure employees can access information wherever they may be.
Our user friendly document management system is ideal for building employee handbooks. You can apply as much or as little formal control over change as required. It’s easy to use, and works in a web browser requiring little to no training for most end users.
We can have you up and running in a demo environment in no time, see for yourself how easy it is to organize and manage all of the information you need to communicate to employees, without a huge learning curve.
Keep employees informed and engaged, demonstrate that you value their feedback and input by using it to improve the content.
Do you already have your policies stored on a network drive, no easy way to track who reads them and when? no easy way for employees to suggest change? no idea if people are actually using your handbook? we can help. Our solution works with many types of files, no need to copy and paste into a content management system, use the tools you use today.
Ensure the right information is available when it’s required. Specialize information based on geographic location or other differences.
Ensure the information in your employee handbook is kept current and accurate by regularly reviewing as and when required.
In many cases there aren’t hard and fast rules about what an employee handbook should cover, there are many areas of employment that are most definitely covered by regulation, legislation or agreements with trade unions and workers’ councils around the world.
Differences imposed by legislative requirements and regulation aside, no two organisations are the same, they come in many shapes and sizes, operating in many locations each with their own unique or individual requirements.
One thing that is certain is the information a lot of businesses need to consider, and employees need to be aware of, is wide in scope, varies greatly based on several independent factors and almost all of it is subject to periodic change.
Keeping on top of all this information can be difficult, especially as a company grows in size and the responsibility and expertise for those differing areas is dispersed far and wide across the business.
Let’s consider a small subset of information that might go into an employee handbook. A good starting point for any employee handbook would be policies around employee rights and obligations. These policies lay out the expectations on both the employer and employee side of a relationship, enabling mutual understanding.
A very simple definition would be a set of guidelines, plans or ideas used as a basis for making decisions.
In some cases the aim of a policy can be to inform, in other cases the aim of the policy can be to demonstrate compliance with legal requirements. In many cases the aim of the policy can be used to differentiate and show how a company exceeds legal requirements in certain areas for the benefits of employees. One thing they do for certain is ensure consistency, conversely, not having a policy in place means there are no consistent guidelines for people to follow.
That really depends on the type of organisation you have, the country and/or state in which your business operates, and the unique aspects of your business or organisation.
There are of course some sensible policies to consider, and many of these can be placed under broad headings (or in our solution, sections). There is no right or wrong way to organise information, what is important is that the information exists, that it’s easy for employees to find the information, and that the information is up to date.
As an example, consider health and safety policies. Policies here might include policies on mental health and stress management, policies on prolonged periods of work, or lone working policies, i.e. working alone outside of normal hours when a workplace is less populated.
Similarly a health and safety policy section could include polices on alcohol & drug use (prescription and non-prescription), mandatory drug testing, fatigue management, and even workplace evacuation, and this is just an example of one type of section (policies) of an employee handbook.
An employee might be required to fill out certain forms, or follow certain procedures based on the information within policies, so other types of section could be procedures, forms, whatever is required. In this way you might have health and safety policies that lay out expectation and understanding, health and safety procedures that set out in detail how to accomplish certain goals, and health and safety forms used to record certain information, all of which could find a home in an employee handbook.
In many cases companies have discounts in place for employees or schemes open to them to help with things like a one off expensive purchase. Some companies offer low cost loans to employees to purchase season tickets for rail travel, others offer facilities for discounts at shops or restaurants, or more general schemes.
No, we offer a solution that allows you to organise, manage, review and control documentation in addition to providing access to those that need to refer to it. The information within that documentation is specific to you and your company or organisation and requirements vary from business to business and by country.
Not at all, we work with existing document formats, meaning you can create your policies, procedures and forms using the software you know understand and have invested in. We help you organise, deliver and maintain that information.
No, we don’t offer template policies, there is an entire marketplace that does. If you deem them suitable, then there is nothing to stop you using those templates as a basis for your policies or procedures. We would always advise you seek legal advice rather than simply take a stock template and hope it fits the bill.
If you have the content, and some idea of how you want it organising, then our professional services team would be happy to provide you with a quotation.