To ensure that your employees are familiar with the policies and rights granted to them by the state, it is essential to incorporate both state-specific and federal policies into your Pennsylvania employee handbook. Whether your workforce is primarily located in Pennsylvania or consists of only a few individuals, a handbook specific to the state is necessary.
Below, you can discover a list of the mandatory state policies for Pennsylvania, federally mandated policies, and optional policies to consider adding.
Every handbook should include Federal, State, and (if applicable) City-specific policies. Below are Pennsylvania-specific policies that should be included in your handbook.
City-specific policies that should be included in your Pennsylvania Employee Handbook
Some states have cities or counties that require specific policies to be included for employees that are based there.
There are policies required by federal law in all 50 states, and so they must be included in your handbook no matter what state your employees are based in. Some of the most important policies are outlined here, however, all federal policies should be included in your handbook.
Click on a state to learn more about policies and recommendations.
Creating a new handbook only takes a few minutes. And it’s easy. You can get started by answering a few interactive questions about your company. A few examples:
In all businesses, building a strong company culture can be essential to boosting morale and aligning employees. Arguably, it is even more key for small businesses. With a small team, the impact of a strong culture is made more apparent. Here are some important things to remember when building a strong company culture.
Evaluate Your Current Culture
Since company culture is primarily determined at the top, here are some key questions to ask your leadership team to evaluate where your culture currently stands:
Set Your Goals
From your answers to the previous questions, pinpoint what is lacking and make goals to improve on those areas. This could mean having clearer communication for employee expectations, defining company values, or creating monthly team-building activities to build morale.
Respecting Employee’s Work-Life Balance
A large part of communicating that your company values its employees is demonstrating respect for their lives outside of work. A strong employee handbook can allow this to be done in a clear, effective way. Company leaders should detail expectations, but also be open about their own work-life balance to build transparency. Trust is key in a great company, and when leaders show genuine empathy for employee responsibilities at home, a foundation for transparency and cooperation is built.
The Link Between Culture and Happiness
Many surveys and analyses of employee feedback indicate that the majority of employees care as much about the culture of the company they work for as their salary. In small companies, culture is frequently undervalued. In order to reduce turnovers and increase recruitment, companies need to understand that there is a link between strong culture and the one important question employees think about regularly: “Am I happy working here?”.
Understanding and Communicating Your Company’s Culture
In order to effectively communicate your company’s culture, you need to understand it. By asking your team the right questions, setting goals, and valuing employees, you can be sure to be on the right track.
Communicating this culture is an essential next step toward aligning with your employees. Not every culture is a good fit for every employee, and being honest upfront is important for making sure you are hiring employees best aligned not only with the skills a company requires, but the culture of the workplace. Research shows that when looking for a job, 77% of people polled would consider a company’s culture and work atmosphere before applying. By clearly communicating your company culture up front, you can ensure that more candidates who align with your team values will apply for a position.
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