Employee handbook employees should sign. Employee handbook is generally a collection of company systems. The employee signature in the employee handbook is beneficial to both employees and employers, which not only avoids the unreasonable punishment and dismissal of employees by employers, but also provides a basis for managing employees.

The effective ways to sign the employee handbook are as follows:

1. If the employee handbook is for employees, it is usually signed by employees when they join the company to confirm that it has been included in the handbook. At this time, the employee handbook is equivalent to the labor laws and regulations that have been publicized to employees and has legal effect;

2. Even if the employee is signed, if there are major unfair clauses in the manual, the court or arbitration commission will generally deny the legal effect of these clauses;

3. The employee handbook signed by obviously unfair is invalid, and you can apply to the labor department for arbitration to restore the legitimate rights and interests of the parties;

4. Distribute printed copies of employee manuals or rules and regulations, and let employees sign them, indicating that they have received and read relevant rules and regulations and are willing to abide by them;

5. The employee handbook or rules and regulations is the cornerstone of labor relations, which can be used as a supplement to the labor contract. The company has fulfilled the obligation of informing after being signed and approved by the workers.

Significance of establishing employee handbook in enterprises;

Employee handbook is the most direct carrier for employees, especially new employees, to understand the company system, situation and culture. Most importantly, it shows the company's institutional culture and informs employees of the code of conduct. It is the best teaching material for employee training and education, and also the media for corporate culture. Therefore, it is of great significance for enterprises to formulate employee manuals.

Employee handbook function:

It is a document compiled by the regulations of the unit and the responsibilities and obligations of employees, and employees need to sign for confirmation when receiving it. The employing unit shall establish and improve the labor rules and regulations according to law, so as to ensure that workers enjoy labor rights and perform labor obligations. When an employing unit formulates, modifies or decides the rules and regulations or major issues directly related to the vital interests of workers, such as labor remuneration, working hours, rest and vacation, labor safety and hygiene, insurance and welfare, employee training, labor discipline and labor quota management, it shall discuss with the workers' congress or all employees, put forward plans and opinions, and negotiate with trade unions or employee representatives on an equal footing.

The five principles for writing employee handbook are as follows:

1, according to the law

The formulation of employee handbook shall comply with national laws, regulations and administrative rules.

2. Equality of rights and responsibilities

The Employee Handbook should fully reflect the equal relationship between enterprises and employees and the equality of rights and obligations.

Step 3 be practical

The employee handbook should have actual content and reflect the personality characteristics of the enterprise.

4. Continuous improvement

The employee handbook should be improved and perfected in a timely and continuous manner.

5. Fairness, impartiality and openness

Employees are a member of the enterprise, and the development of the enterprise is inseparable from the participation of all employees, so we should solicit opinions from everyone and actively adopt good opinions and suggestions.

Legal basis:

People's Republic of China (PRC) labor contract law

Article 4 The employing unit shall establish and improve labor rules and regulations according to law, so as to ensure that laborers enjoy labor rights and perform labor obligations. When an employing unit formulates, modifies or decides the rules and regulations or major issues directly related to the vital interests of workers, such as labor remuneration, working hours, rest and vacation, labor safety and hygiene, insurance and welfare, employee training, labor discipline and labor quota management, it shall discuss with the workers' congress or all employees, put forward plans and opinions, and negotiate with trade unions or employee representatives on an equal footing. In the process of implementing rules and regulations and major issues, trade unions or employees have the right to propose to the employer and revise and improve them through consultation. The employing unit shall publicize or inform the rules and regulations and major issues directly related to the vital interests of workers.