6. Benefits & Time-Off
A full explanation of benefits and attendance policy should be outlined here. Eligible employees should receive a booklet further describing insurance coverage. Attendance policies, and how they relate to pay, should also be highlighted.
- Health Insurance, Life Insurance and Long-Term Disability
- Social Security
- Unemployment Insurance
- Workers’ Compensation Insurance
- Vacation Paid Time-Off
- Sick / Personal Time
- Unpaid Leave of Absence
- Absence Due to Work-Related Injury
- Bereavement Leave
- Jury Leave
- Military Leave
- Employee Discounts
7. Compensation & Performance Employees will likely show the most interest in this part of the handbook. Outline when the pay period at your dealership begins and ends, and whether it is weekly or biweekly. Also mention changes in compensation due to performance or incentive programs.
- Payday and Your Check
- Overtime Pay
- Timekeeping Procedures
- Administrative Corrections
- Direct Deposit
- Advances and Loans
- Performance Evaluations
8. Business Tools
Outline for employees when it is suitable to use the business phone or their own personal cell phone. Think about how this impacts your profitability and customer satisfaction. Employees may need training on phone etiquette and usage of the business management system (BMS).
- Telephone Usage Policy
- Cell Phone Usage Policy
- Voicemail / Email / Internet Policy
- Computer and BMS Usage
- Mail Use
Keeping employees and customers safe should be a priority. Outline the dealership’s rules for safety and be sure each employee understands why these rules are important. Expectations for employee conduct towards each other should also be summarized.
- Workplace Violence Prevention
- Workplace Safety
- General Housekeeping
- Smoke-Free Environment
- Drug and Alcohol Use
- Employee Arrest
The closing section of the employee handbook is the best place to offer employees a chance to address any questions or concerns they may have.
11. Employee Acknowledgement Form
Once you have gone through the employee handbook with them, the employees should sign a sheet formally acknowledging their understanding of the rules within. This process should be done the first day on the job, before any work is completed.
Consider hiring a human resources professional or business management consultant to help you create your employee handbook. There are also free online resources such as managementhelp.org that offer many useful tools.
It may seem like a lot of work to create an employee handbook, but once it is in writing it can be easily updated as needed in minutes. Having one can save you a lot of time and headaches in the end.
Bob Clements is the president of Bob Clements International, a consulting firm that specializes in the development of high-performance dealerships. His organization works hands-on with dealerships throughout North America, helping them attain the personal freedom and financial wealth all entrepreneurs strive to achieve. For more information, contact Bob Clements at (800) 480-0737 or email@example.com.