Human resources hr manual

What, exactly, is the difference between an employee handbook and a human resources HR manual — and does your organization need both? Even though they cover many of the same topics, these documents have different purposes. A human resources manual, on the other hand, is written for the HR department, leadership and managers. The goal is to ensure that your policies are implemented consistently and in compliance across your organization.

Your HR manual would explain the process for dealing with employees who violate the code of conduct. Or if your handbook outlines your employee incentive programs , the HR manual might cover exactly how those incentives are delivered. A well-written HR manual will offer detailed guidance for managers based on compliance requirements.

However, your HR manual would include information about applicable laws and requirements. That relieves your managers of having to figure out how to interpret and implement the policy. It also ensures that your policy for nursing employees is applied consistently. Instead, you can outline your policies and general scenarios, and then refer employees to talk with HR or their manager about their specific situations.

The 50 th employee is commonly thought of as a starting line for implementing employee handbooks and HR manuals. Some states and local governments have their own laws that affect employers with 50 or more employees, too. There are benefits to beginning to build your HR manual and your employee handbook as soon as possible. The handbook sets the tone for your organization by outlining your policies and expectations. At the same time, the HR manual sets out procedures to make sure those policies and expectations are handled consistently and in compliance with employment laws from the very start.

As your employee policies expand and become more detailed, your HR manual will grow along with it to support those changes. This policy manual applies to the University System of Georgia and its member institutions. Should you have any questions or need clarification on any policy outlined within this manual, please feel free to contact the Vice Chancellor for Human Resources or any member of the Human Resources team.

These provisions supersede all existing policies and practices and may not be amended or added to without the express written approval of the Chancellor of the University System of Georgia or designee. Close Menu. Human Resources University System of Georgia. This includes temporary hires such as seasonal employees. Note: In compliance with the Public Employees' Pension Reform Act, retired annuitants are not eligible for ITO even if they have worked in December and are scheduled during the holiday season.

For intermittent employees, the ITO is based on hours worked in the month of December and employees are given a prorated amount based on the chart above. Note: Intermittent employees are eligible for ITO if they have worked in December and are scheduled during the holiday season.

Use the chart for intermittent employees to determine the amount of ITO an intermittent employee will receive. The ITO must be used and paid in the December pay period. Refer to chart above. Employees using ITO must report it on their absence report forms. ITO is not lost when employees transfer between agencies.