Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved CHAPTER 7 The Employee Handbook

Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved INTRODUCTION When you have a good person and you create a good environment for that person, he or she doesn’t come to work to do a bad job – they come to work to do a good job. - Leonardo Inghilleri, Vice President Human Resources, the Ritz-Carlton Hotel Company - Leonardo Inghilleri, Vice President Human Resources, the Ritz-Carlton Hotel Company

Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved TALES FROM THE FIELD Will you take a check?  An employee handbook can ease new employee anxiety  A well-written handbook can prevent legal problems  Employees can refer to the handbook for answers to basic questions

Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved CHAPTER OVERVIEW  Rationale for creating an employee handbook  Key elements to include in an employee handbook  Legal ramifications  Uses for the employee handbook  Create a positive work climate

Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved Where am I supposed to park? When do I get paid? Am I allowed to visit the hotel bar and restaurant on my days off? Do we get shift meals? What are your rules regarding… When can I sign up for insurance? What’s the policy on … If I work on a holiday, do I… NEW EMPLOYEES HAVE MANY QUESTIONS

Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved RATIONALE FOR CREATING AN EMPLOYEE HANDBOOK  Eliminate employee confusion about day-to- day policies  Encourage consistency of rules and procedures  Prevent disagreements between employees and managers  May help alleviate legal problems  Provide a document of management’s expectations  Serves as a valuable roadmap for employees, both new and old

Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved SMALL HOSPITALITY OPERATIONS  Minimum of 10 to 15 pages  Company overview and mission statement  Welcome statement  EEO Statement  Disclaimer  Work hours  Pay and performance issues  Rules, policies, and discipline procedures  Insurance and other benefits  Leave of absence policy

Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved ADDITIONAL TOPICS FOR LARGE OPERATIONS  Orientation and training periods  Absences and tardy policies  Employee meals  Employee safety and security  and Internet use  Cell phones and camera phones  Visiting the property while off duty  Foodservice sanitation  Dress code and uniform policy  Proprietary and confidential information  Document for employee signature

Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved GUIDELINES TO FOLLOW  Be clear, concise, and consistent  Set a positive tone in the introduction Let it serve as a positive tool for encouraging employee growth, improving employee morale, and aligning employee behavior with company policies and goals… Let it serve as a positive tool for encouraging employee growth, improving employee morale, and aligning employee behavior with company policies and goals…

Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved AVOID THE FOLLOWING…  Words such as “will”, “must” and “in all cases”…  Collective bargaining jargon such as “terms and conditions of employment”  Referring to periods of employment as “probationary periods” These and other such terms may cause the employee handbook to be interpreted as an employment contract These and other such terms may cause the employee handbook to be interpreted as an employment contract

Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved DISCLAIMER EXAMPLES DISCLAIMER EXAMPLES  The employee handbook should not be considered a contract of employment  This list is intended as an example only and is not intended to indicate all of those acts that could lead to employee discipline Employees must sign a document indicating that they have received and read the employee handbook

Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved GET LEGAL ADVICE Write it yourself, but have a competent labor attorney review it before distributing the employee handbook Write it yourself, but have a competent labor attorney review it before distributing the employee handbook

Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved USES FOR THE EMPLOYEE HANDBOOK  A reference to company policies and procedures  A guideline to be used during employee orientation The employee handbook requires that management analyze the practicality and the utility of the policies and procedures within its own unique operation.

Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved CREATE A POSITIVE WORK CLIMATE  Policies and procedures that are clearly explained may prevent contentious issues from arising  Encourage consistency of procedures and prevent confusion over important company policies  Provide a document of management’s expectations  Allow eager employees to grow professionally and to become successful

Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved SUMMARY  Rationale for creating an employee handbook  Key elements to include in an employee handbook  Legal ramifications  Uses for the employee handbook  Create a positive work climate