Content and purpose of the personnel handbook
By using a personnel handbook, employees gain clarity about the general terms and conditions of employment and the 'house rules' of an organisation. Every personnel handbook is made to measure. It has to fit the specific organisation, the employees and the type of work that is carried out. In general, a personnel handbook covers the following topics:
- The company profile of the organization;
- Procedure for changing personnel data;
- Rules of conduct for all employees (think of: undesirable behavior, (sexual) harassment, etc.);
- Clothing policy;
- Absenteeism policy;
- Following a study/course;
- Accepting gifts;
- Sanctions policy;
- Overtime regulation, holidays and leave;
- Alcohol and drug policy;
- Working time adjustment procedure; and
- Jubilee arrangement.
Part of the employment contract
It is important that the personnel handbook actually forms part of the individual employment contract. This can be done, for example, by including a clause in the employment contract in which a reference is made to the personnel manual. In that case, make sure that the wording of the clause is correct.
Amendments (unilateral amendment clause)
In order to be able to keep up with changing circumstances, it is important for an employer that the personnel manual can be amended. To ensure that the employee is also bound by an amended version, a so-called 'unilateral amendment clause' must be included. When an employer wants to change employment conditions, this is only allowed if the interest to implement the change outweighs the individual interest of the employee. We advise you to always consult a specialised lawyer in the event of a unilateral change.
Contact us
At Legal Q, we work differently from traditional lawyers and legal professionals. We advise you with practical solutions and understand commercial relationships. Would you like support in drawing up a personnel handbook? Our lawyers will be happy to assist you. Please feel free to contact us for more information.