Introducing Specialty Employee Manuals
NEW! The HR Toolkit's Employee Manual Kit now includes a portal for specialized employee manuals where you can download an editable pre-written template for different types of employers.
These employee manuals coordinate all topics and policies to address the nuances and legal considerations that come with different types of employment scenarios.
Our first release is an employee manual for:
- Fully-remote employers without a physical location requiring different language & policies.
- Employers who offer Unlimited PTO which affects vacation & legislated leaves policy language.
The employee manual includes additional policies available in the standard employee manual templates and excludes policies that don't apply to these types of employers.
HR Toolkit Subscribers
If your entire workforce is working remotely and you're offering your employees unlimited paid time off as a benefit, a cookie-cutter employee manual will not suit your needs.
A fully remote workforce and one that provides unlimited paid time off presents certain challenges for Canadian organizations when other policies in our templates need to be modified to accommodate these unique circumstances, including:
- Fully-remote employers don't have a physical location resulting in the obsolescence of policy and topic language that relate to physical structures.
- Unlimited paid time off can present challenges in calculating (legislated) vacation pay, or being clear about what type of absences are eligible for PTO. Maternity leave and other absences covered by legislation, should not be included as part of Unlimited PTO benefit. They require their own set of procedures that should not be muddled with an employer private benefit.
- For the most part, employees are loyal and committed to employers. However, when they become ill or have to take time off in emergency situations or when becoming parents, their priorities often change and they can quickly become disconnected with the employer and may no longer be willing to discuss win-win absence plans. Having strong coordinated policies in place will protect the employer when things go wrong.