Complete our Salary Survey and Win a Wage! What is a Human Resources Manual? A Human Resources Manual can have various names like Employee Handbook and Employee Manual. It comprises a set of internal rules set by the employer for governing the internal conduct of employees in a work place. They tend to serve the purpose of promoting harmony in the work place. Am I bound by the set of rules provided in the HR Manual? What is the binding nature of the HR Manual? Once the HR Manual bas been endorsed (signed) by both parties in a work place - that is by employer and employee – it becomes binding. It should be noted that the employer is likewise bound by the said rules set therein. In the event there is a breach of any of the said rules the breaching party will be liable to suffer the consequences associated with such a breach. In event of ambiguity of the said rule, the same will be interpreted as against the party who made the rules, in this case the employer. Can the HR Manual over-ride terms and conditions provided under the law? The Employment and Labour Relations Act, 2004 sets minimum standards of employment. This therefore means any internal document like a HR Manual or Employment Contract can not provide lesser terms, but they can provide equal or better terms of employment. A HR Manual must not contravene the provisions of the respective law unless the said contravention tends to improve the said term provided under the law As an example: under the law an employee is entitled to 28 days of annual leave every year. So the HR Manual could not provide for 20 days, but could improve on it and provide say 32 days (or maintain the 28 days as provided under the law). Must I involve an employee or trade union branch when preparing the HR Manual? Since the HR Manual is an internal document belonging to the company, it is at the discretion of the employer to decide who is.
Every businesses want to have their policy in place. And therefore, create employee handbook that clearly communicate your workplace policies. The purpose of a clear concise employee handbook in a business cannot be underestimated. A definite employee policies can resolve disputes before they arise and protect both the employer and the employee from any sort of misperception and the potential of litigation. Why employee handbook for an organisation? Employee handbook set forth expectation and clearly defines the boundaries for the employees and let them know what their rules and benefits are. Employers clearly communicate to the employees regarding how they should behave, what they should wear and how they will be compensated during a professional crisis. Once the employees understand their responsibilities, they have a reference point for how to execute their job and maintain discipline Employee handbook can protect employers by clearly stating the policies and procedures that can prevent liability. If an employee has a dispute with his employer, he may try to use the employee handbook as leverage to prove deficiency on employer’s part. Courts may also consider employee handbook to be a binding contract, even if the employment relation is at- will. A well-structured handbook can protect both the employee and the employer as it set forth certain rules and structures whenever an issue arises The employee manuals establish information about organisation’s policies regarding holidays, leave, work hours, pay procedures, overtime pay, performance reviews, recreational breaks, dress code, salary or pay revision or pay procedures. They also contain information about orientation and training policies as well as relieving or termination procedures. This helps employees build confidence while they learn what kind of treatment they can expect in the organisation The handbook.
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