How to make employee handbook for catering enterprises. There are some rules and requirements for formulating employee manuals. The following article focuses on the introduction, and also recommends some employee manuals of catering enterprises, hoping to help your work! Rules and Requirements of Employee Handbook As the "internal law" of enterprises, Employee Handbook covers all aspects of enterprise personnel management and adapts to the unique personality of enterprises. But it not only regulates the personnel system of enterprises, but also carries the function of spreading corporate image and corporate culture. It is not a pile of waste paper locked in employees' drawers, but a guide for employees' actions and a powerful "weapon" for enterprise management. It can also help enterprise managers to optimize the management environment and improve management efficiency. Although there is no fixed format template for the Employee Handbook, it is usually detailed or simple according to the actual situation and management needs of each company, but there are still some general rules and requirements in the process of formulating the Employee Handbook. Standards of employee handbook A perfect employee handbook should include all aspects of human resource management in order to achieve the goal of institutionalization and standardization of enterprise management. Therefore, the "good or bad" employee handbook should meet the following standards: first, it emphasizes the expectations of managers for enterprises and also expresses the professional requirements of managers for employees; Second, the employee handbook must become a tool for auxiliary management and a work guide for employees, rather than a dead letter; Thirdly, employees can get the methods and requirements that they must understand and master in the employee handbook, which is also a reference book for employees; Fourth, we must also meet the needs of all kinds of personnel in enterprises. Therefore, in order to effectively manage employees, reduce management costs and establish a scientific corporate image through rules and regulations, enterprises need to make great efforts in the employee handbook itself. It is necessary to strictly abide by laws and regulations, and closely contact the management status and development goals of enterprises to formulate reference books on personnel management suitable for enterprise development. Formulation procedure of employee handbook It takes a lot of effort for people from all walks of life to formulate an employee handbook suitable for the characteristics and requirements of enterprises. It is the embodiment of the continuous improvement of enterprise system and management level. Therefore, enterprises need to confirm their management objects first. Different objects, different information and different specifications. Only by truly being different from person to person can we achieve good management results. Secondly, the enterprise systematically analyzes the existing internal personnel system, and combines the problems encountered in the previous management process to clarify the purpose and results of the employee handbook. Thirdly, define the professional requirements for employees, and determine the framework and specific content of employee handbook according to the characteristics of enterprises. Of course, only the rules and regulations formulated according to law are protected by law. Therefore, the details of the manual should be determined in strict accordance with the law, at least not in violation of the law. Finally, the Employee Handbook should be promulgated and implemented in the unit after being formulated through democratic procedures and publicized to employees, otherwise it will lose its legal effect. As for the method of publicity, enterprises can use employees to sign for it and organize learning according to their own situation. The framework of the Employee Handbook is not only a compilation of the company's personnel system, but also a teaching material for the company's employee training, which embodies the company's image and culture and is the code of conduct for all employees of the company. The employee handbook has its own necessary clauses and a certain framework. Company's history, purpose, company profile, business purpose, business objectives, company spirit, general management principles and other company management concepts, company organizational structure, etc. Body part: personnel management system, such as recruitment system; Attendance system; Code of conduct and reward and punishment system; Salary and welfare system; Education and training system; Promotion and demotion system; Employee dismissal and resignation system; Complaint procedure and dispute resolution system and other related contents. Supplementary terms: principles for handling some unfinished matters and relevant documents or regulations that can be used as annexes to the manual. In view of the situation of this group company and its secondary units in this case, after the original rules and regulations are straightened out, the rules and regulations of the group company should be mainly aimed at employees who have labor relations with them. On this basis, formulate some macro and principled provisions. And reserve some space for secondary units to formulate their own implementation rules or other regulations. The specific provisions of each secondary unit cannot conflict with the rules and regulations of the group company, and the details must be stipulated under its general framework. Examples of employee manuals can be referred to: KFC employee handbook Haidilao employee handbook model restaurant employee handbook legal effect employee handbook is a norm formulated by enterprises to restrain workers, so in practice, the legal effect of employee handbook has become the cause and focus of many labor disputes, and it has also become the key to the success or failure of such labor disputes. So does the employee handbook of the enterprise have legal effect? The Notice of the former Ministry of Labor on Strengthening Labor Contract Management and Perfecting the Labor Contract System requires that the employer should establish and improve the internal supporting rules and regulations that are compatible with the operation of the labor contract system according to national laws and regulations, including wage distribution, working hours, rest and vacation, labor protection, insurance and welfare system and employee reward and punishment measures, and link the performance of the labor contract with the labor remuneration and welfare benefits of employees. The Supreme People's Court's judicial interpretation also pointed out that only the rules and regulations formulated by the employing unit through democratic procedures, which do not violate the laws, administrative regulations and policies of the state and have been publicized to the workers, can be used as the basis for the people's courts to hear labor dispute cases. Therefore, the law itself gives the enterprise rules and regulations legal effect, but only the rules and regulations formulated according to law have full legal effect. "According to law" here includes both content and procedure. The rules and regulations of many enterprises seem to be detailed and complete, but at some critical moments, such as labor disputes, they will fall into contents or procedures that are contrary to the law and deny their legal effect, thus becoming the reason for enterprises to lose. Therefore, enterprises must follow legal channels to formulate internal rules before they can be used as the basis for sanctioning violators. Specifically, it is necessary to convene a workers' congress to adopt the new system and publicize it to all employees, and there must be no content that violates laws and regulations. Otherwise, the employee handbook has no legal effect. The effectiveness of the Employee Handbook is reflected in the following aspects: First, the right to formulate the Employee Handbook is an important part of the human rights given to enterprises by law. Formulating rules and regulations to standardize the management and operation of enterprises is one of the important ways for enterprises to use human rights. Therefore, the employee handbook and other rules and regulations are also called "internal laws of enterprises", and employees who have publicized the employee handbook should abide by them. Secondly, the employer can manage the workers according to the employee handbook formulated according to law, including dealing with the illegal acts of the workers according to law. However, the legal effect of the Employee Handbook cannot be traced back to the past, and it only takes effect for people or things after its promulgation and implementation, but it is invalid for people or things before its promulgation and implementation, unless otherwise agreed between the enterprise and employees, and the enterprise regulations implemented afterwards have legal effect for things or people in the past.