Why is an Employee Handbook Important

Employee handbooks play a crucial role in organizations by providing employees with essential information and guidelines. They serve as a comprehensive resource that outlines company policies, procedures, and expectations. This article will explore the importance of an employee handbook and the key reasons why every organization should have one in place.

An employee handbook serves as a valuable tool for both employers and employees. It ensures consistency by establishing uniform policies and procedures that apply to all employees. This helps create a fair and equitable work environment where everyone is treated consistently and can understand their rights and responsibilities.

an employee handbook sets clear expectations for behavior and performance. It outlines the company’s standards of conduct, attendance policies, and performance expectations. This clarity helps employees understand what is expected of them and helps align their actions with organizational goals.

Furthermore, an employee handbook promotes company culture by articulating the organization’s mission, values, and vision. It communicates the company’s core values and the behaviors that support them. This promotes a sense of belonging and shared purpose among employees, fostering a positive work environment.

Another critical reason for having an employee handbook is to protect the company. It outlines policies and procedures that mitigate risks and ensure compliance with employment laws and regulations. It can address topics such as anti-discrimination, harassment, and confidentiality, protecting the company from potential legal issues.

an employee handbook guides decision-making by providing a framework for handling various workplace situations. It offers guidance on how to handle conflict resolution, time off requests, and disciplinary actions, ensuring consistent and fair treatment of employees.

To be effective, an employee handbook should include key components such as the company’s mission and values, employment policies and procedures, employee benefits and compensation, code of conduct and ethics, and safety and security guidelines.

Creating an effective employee handbook involves conducting research to consider legal requirements, involving multiple stakeholders in the review and development process, using clear and concise language, and regularly reviewing and updating the handbook to reflect any changes in laws or company policies.

What is an Employee Handbook?

An employee handbook is like a compass that leads the way in the workplace. It serves as a guide, providing employees with vital information and setting expectations. In this section, we will uncover the essence of an employee handbook. We’ll delve into its definition, purpose, and the key components that make it an invaluable resource for both employers and employees. So, fasten your seatbelts and get ready to navigate the world of employee handbooks!

Definition and Purpose

An employee handbook is a vital tool for organizations as it provides a clear definition and purpose for employees and employers. The handbook serves as a guide that outlines the expectations, responsibilities, and rights of employees.

The purpose of an employee handbook is to ensure consistency in employee practices and policies. It provides guidelines on behavior, performance standards, and company policies to set clear expectations and promote a positive work environment and company culture.

Additionally, an employee handbook plays a crucial role in protecting the company. It establishes policies and procedures for legal compliance, such as anti-discrimination laws and health and safety regulations. It also protects the company’s confidential information, trade secrets, and intellectual property.

The handbook is a valuable tool for decision-making within the organization. It provides employees with information on reporting issues or concerns and the steps involved in conflict resolution. This promotes transparency and ensures decisions are based on established policies and procedures.

When creating an effective employee handbook, thorough research and consideration of legal requirements are important. Involving HR professionals and legal advisors helps ensure accuracy and relevance. Clear and concise language should be used, and the handbook should be regularly reviewed and updated to reflect policy and regulation changes.

Key Components of an Employee Handbook

The employee handbook plays a vital role in guiding employees to understand the company’s policies, procedures, and expectations. These important components are essential in creating a productive and efficient work environment.

  • Company mission and values: Clearly defining the company’s mission and values gives employees a sense of purpose and direction.
  • Employment policies and procedures: This section includes information about employee classifications, recruitment and hiring processes, onboarding procedures, working hours, attendance, and leave policies.
  • Employee benefits and compensation: It is crucial to clearly outline the company’s benefits package, including details about healthcare, retirement plans, vacation time, and other offered perks or incentives.
  • Code of conduct and ethics: Setting expectations for employee behavior and outlining the standards of professionalism, integrity, and ethical conduct are fundamental.
  • Safety and security guidelines: Including policies and procedures regarding workplace safety, emergency protocols, and data security measures is important for maintaining a secure work environment.

By incorporating these key components into the employee handbook, companies can establish consistency, clarity, and promote a positive company culture. Moreover, an effective employee handbook safeguards the company’s interests and facilitates decision-making processes. It is essential to regularly review and update the handbook to ensure it remains relevant and complies with legal requirements.

Why is an Employee Handbook Important (1)

Why is an Employee Handbook Important?

Discover the significance of an employee handbook in fostering a well-functioning and thriving workplace. We’ll uncover why an employee handbook is essential by exploring how it ensures consistency, sets clear expectations, promotes company culture, protects the company, and guides decision-making. Let’s dive into the reasons why a thoughtfully crafted employee handbook serves as a valuable tool for both employers and employees alike.

Ensures Consistency

Ensuring consistency in employee handbooks is crucial for several reasons:

1. Uniformity: A consistent employee handbook ensures all employees receive the same information, policies, and procedures, promoting a fair and equal work environment.

2. Compliance: Establishing consistent guidelines and rules in the employee handbook helps the company comply with legal requirements and industry standards, reducing the risk of legal issues and penalties.

3. Expectations: A consistent handbook sets clear expectations for behavior, performance, and conduct, allowing employees to understand what is required of them and what behaviors are unacceptable.

4. Communication: A consistent handbook promotes effective communication throughout the organization, providing a common reference point for employees to address questions, resolve conflicts, and seek guidance.

5. Consistency in Policies: Ensuring consistency in policies guarantees that employees are treated fairly and equally in matters such as vacation time, sick leave, dress code, and disciplinary actions.

6. Employee Satisfaction: Consistently implementing policies and procedures fosters a sense of fairness and trust in the organization, leading to higher job satisfaction and engagement.

Pro-tip: Regularly review and update the employee handbook to ensure consistency and keep employees well-informed about changes in policies, laws, and best practices.

Sets Clear Expectations

  • An employee handbook sets clear expectations for workplace behavior, performance, and responsibilities.
  • By outlining policies, procedures, and guidelines, the handbook clarifies what employees are expected to do.
  • Clear expectations reduce confusion and conflicts by providing employees with a clear understanding of what is acceptable and unacceptable.
  • Defined expectations help employees improve performance by identifying goals and standards to meet.
  • Accountability is fostered when employees understand the consequences of not meeting expectations.
  • Policies and procedures are enforced consistently, promoting fairness and equality.
  • Setting clear expectations creates a positive work environment that supports respectful and professional behavior.
  • It enhances communication and collaboration among team members by clarifying roles and responsibilities.
  • Employees feel empowered and satisfied when they understand what is expected from them, increasing job satisfaction and engagement.

When creating an employee handbook to set clear expectations, it is important to:

  • Use concise and understandable language to make policies accessible to all employees.
  • Align expectations with the company’s values, goals, and mission.
  • Regularly review and update the handbook to reflect any policy or regulation changes.
  • Involve HR, legal, and department heads to consider different perspectives.

Promotes Company Culture

An employee handbook plays a crucial role in promoting company culture. It achieves this by clearly communicating expectations, fostering a sense of belonging, encouraging consistency, supporting employee engagement, and preserving company values. The handbook serves as a valuable guide for employees, providing a framework that outlines the organization’s values, beliefs, and practices, thereby shaping the overall identity and working environment.

One of the key benefits of the employee handbook is its ability to effectively communicate the company’s expectations regarding behavior, performance, and conduct. By doing so, it sets the tone for fostering a positive and respectful work culture, guiding employee interactions with colleagues, customers, and stakeholders.

Furthermore, the handbook plays a significant role in helping employees align with the organization’s mission, vision, and values. This alignment promotes a strong sense of belonging, enhancing teamwork and collaboration among colleagues.

Consistency is vital within any organization, and the employee handbook ensures this by establishing consistent policies, procedures, and practices across the entire company. This creates a fair and equitable work environment where all employees, regardless of their role or department, are treated equally and know what to expect.

By providing information about development opportunities, benefits, and resources available within the company, a well-crafted handbook can cultivate employee engagement. This cultivates a sense of loyalty and job satisfaction among employees, as they can see the investment the company makes in their growth and well-being.

Moreover, the handbook serves as a reinforcement of the company’s core values and ethical standards. It guides employees in making decisions that are aligned with the organization’s principles, fostering a culture of integrity. This, in turn, ensures that employees uphold the company’s reputation and protect its interests.

Various studies have demonstrated that organizations with a strong company culture enjoy higher employee satisfaction, increased productivity, and greater employee retention rates. A thoughtfully designed employee handbook plays a significant role in contributing to the overall success of the company by promoting a positive and inclusive work environment.

Protects the Company

An employee handbook serves to protect the company in various ways. Firstly, it minimizes liability by clearly outlining policies and procedures, ensuring that employees are aware of what is expected of them. This knowledge reduces the risk of lawsuits and allows employees to understand their rights and responsibilities.

Secondly, it establishes consistent standards by providing uniform rules and regulations for all employees. This promotes fairness and prevents any claims of favoritism or discrimination.

Additionally, the employee handbook helps mitigate misunderstandings between employees and management by clearly outlining policies and procedures. It serves as a reference point for dispute resolution, preventing conflicts from escalating. Furthermore, the handbook communicates legal compliance by helping employees understand the legal requirements and regulations that apply to their employment. This knowledge helps the company avoid unintentional violations and any associated legal consequences.

Moreover, the employee handbook protects company assets by incorporating guidelines on the use of company property and the safeguarding of confidential information. This reduces the risk of theft or misuse of company assets and trade secrets. Lastly, the handbook supports disciplinary actions, as it provides clear policies and procedures for the company to handle disciplinary matters fairly and consistently. This protection ensures that the company is safeguarded from claims of unfair treatment or wrongful termination.

Guides Decision-Making

The purpose of an employee handbook is to guide decision-making by providing clear policies and procedures. How does an employee handbook guide decision-making?

Ensures consistency: An employee handbook guides decision-making by setting guidelines and standards for all employees to follow. This ensures fair and uniform decision-making across the organization.

Sets clear expectations: By outlining expected behaviors and performance standards, an employee handbook guides decision-making by helping employees understand what is expected of them. This clarity enables them to make informed decisions aligned with the company’s expectations.

Promotes company culture: A well-crafted employee handbook guides decision-making by communicating the company’s values, mission, and vision. This promotes a cohesive company culture and provides employees with a framework for decision-making.

Protects the company: An employee handbook guides decision-making by including policies and procedures to safeguard the company’s interests. It provides guidance on issues such as confidentiality, intellectual property, and conflicts of interest. This helps employees make decisions that protect the company’s reputation and assets.

Guides ethical decision-making: The employee handbook guides decision-making by outlining the ethical principles employees should abide by. This provides a guide for making ethically sound decisions and maintaining the company’s integrity.

Pro-tip: When creating an employee handbook, involve key stakeholders from various departments to ensure comprehensive content that reflects the organization’s needs. Regularly review and update the handbook to stay current with changes in laws or company policies.

What Should an Employee Handbook Include

What Should an Employee Handbook Include?

When it comes to crafting an effective employee handbook, there are key components that should not be overlooked. In this section, we’ll explore what an employee handbook should include, covering vital areas such as company mission and values, employment policies and procedures, employee benefits and compensation, code of conduct and ethics, as well as safety and security guidelines. By understanding the importance of these elements, you’ll be able to create a comprehensive and informative handbook that sets the foundation for a successful work environment.

Company Mission and Values

An employee handbook is crucial for organizations, as it outlines the mission and values of the company.

The company mission and values provide direction and purpose for employees. Including them in the handbook ensures everyone understands and aligns with the organization’s objectives, promoting unity and a shared vision. It also helps establish a strong organizational culture and enhances employee satisfaction and engagement.

Additionally, the company mission and values serve as a foundation for decision-making. Employees can refer to the handbook when faced with choices to ensure their decisions align with the goals and principles of the company.

To create an effective handbook section on the company mission and values, organizations should use clear and concise language that accurately represents their beliefs and aspirations. Regularly reviewing and updating this section keeps the mission and values current and relevant.

By incorporating the company mission and values into the handbook, organizations cultivate an identity and purpose, enhance employee engagement, and guide decision-making aligned with the organization’s goals and principles.

Employment Policies and Procedures

Employment policies and procedures serve as a crucial component of any employee handbook. They provide necessary guidance and expectations for both employees and employers, fostering a seamless and efficient working environment. Consider the following key points regarding employment policies and procedures:

Clear guidelines: These policies clearly outline the rules and regulations that employees must adhere to, encompassing aspects such as attendance, dress code, work schedules, and utilization of company resources. By establishing clear policies, confusion is minimized, and a professional work environment is maintained.

Equal opportunities: It is imperative for policies to promote equal treatment among all employees and address measures against discrimination in areas such as hiring, promotion, and employee benefits. This ensures fair treatment irrespective of one’s background, race, gender, or any other protected characteristics.

Conflict resolution: Proper guidelines should be in place to encourage reporting and resolution of workplace conflicts. Additionally, a transparent process for handling complaints or grievances should be outlined. Such policies contribute to the cultivation of a positive and respectful work environment.

Performance reviews: Policies should outline the procedure for conducting performance evaluations, including the frequency and criteria for evaluation, as well as any rewards or consequences associated with performance. Clear procedures aid employees in understanding expectations and provide avenues for personal growth.

Termination procedures: Guidelines should be established for voluntary resignations, disciplinary actions, and terminations. By implementing clear procedures, the company and employees are both protected, ensuring that terminations are handled in a legal and fair manner.

Employee Benefits and Compensation

Employee benefits and compensation play a vital role in an employee handbook. They naturally help in attracting and retaining top talent, ensuring employee satisfaction, and fostering a positive work environment.

Comprehensive healthcare coverage, including medical, dental, and vision, is an integral part of these benefits. It helps employees maintain their health, reducing the financial burden of healthcare expenses.

Retirement plans, such as 401(k)s or pensions, truly demonstrate a company’s commitment to long-term financial security. These plans enable employees to save for the future and enjoy a comfortable retirement.

Paid time off, which includes vacation days, sick leave, and holidays, is essential for achieving work-life balance. It allows employees to recharge and attend to personal matters without sacrificing income.

Flexible work arrangements, like remote work or flextime, greatly enhance job satisfaction and work-life integration, resulting in happier employees.

Performance-based incentives, such as bonuses or profit-sharing programs, serve as motivation for employees, boosting morale, and encouraging productivity.

Professional development opportunities, like training programs and tuition reimbursement, reflect a commitment to growth and career advancement.

Additional perks, like employee discounts, wellness programs, gym memberships, or commuter benefits, greatly enhance the overall employee experience.

Throughout history, companies have recognized the importance of valuing employees through comprehensive benefits and fair compensation. In the early 20th century, industrialists like Henry Ford revolutionized the workforce by implementing fair wages and benefits. This action boosted loyalty, productivity, and set a standard for employee well-being. Today, progressive companies continue to prioritize benefits and compensation to attract top talent, maintain a satisfied workforce, and cultivate a positive organizational culture.

Code of Conduct and Ethics

The Code of Conduct and Ethics is an essential component of an employee handbook. It serves as guidelines for employees to follow in their behavior and interactions within the company.

1. The code outlines the values and principles that the company upholds, promoting a positive and inclusive work culture. It fosters respect, integrity, and professionalism among employees.

2. It establishes the standards of ethical behavior expected from employees, ensuring honesty, transparency, and accountability.

3. The code emphasizes the importance of maintaining confidentiality and protecting sensitive company information. It highlights the need for employees to respect intellectual property rights and maintain privacy.

4. It addresses conflicts of interest and encourages employees to avoid situations where personal interests may compromise the company’s interests or create biased decision-making.

5. The code sets guidelines for appropriate use of company resources, including technology, facilities, and confidential information.

6. It provides guidance on handling ethical dilemmas and reporting violations. Employees are encouraged to speak up about any concerns or suspected misconduct, ensuring a safe and ethical work environment.

7. Finally, the code outlines the consequences of violating the company’s code of conduct and ethics, including disciplinary actions that may range from warnings to termination.

An effective Code of Conduct and Ethics plays a crucial role in shaping the company’s culture, promoting ethical behavior, and maintaining a positive work environment. It sets the foundation for building trust among employees and ensures that everyone is aligned with the company’s values and ethical standards.

Safety and Security Guidelines

When it comes to employee handbooks, one crucial aspect to include is safety and security guidelines. These guidelines ensure employee well-being and protect the company from risks and incidents.

Emergency procedures: Clearly outline protocols for fires, natural disasters, and medical emergencies. Include evacuation plans, emergency exits, and the location of first aid kits and fire extinguishers.

Workplace safety: Provide information on safe work practices and preventive measures to minimize accidents or injuries. This can include guidelines for using machinery, handling hazardous materials, and maintaining a clean and organized workspace.

Data security: Detail the company’s policies and procedures for protecting sensitive data, customer information, and intellectual property. Emphasize password security, safe browsing habits, and reporting suspicious activities.

Access control: Define procedures for granting and revoking access to different areas within the company premises. This can involve key card systems, visitor registration, and restrictions on unauthorized access.

Confidentiality and confidentiality agreements: Highlight the importance of maintaining confidentiality regarding company information, trade secrets, and client data. Provide guidelines on how to handle confidential information and the consequences of breaching confidentiality agreements.

Incorporating safety and security guidelines into the employee handbook shows the company’s commitment to creating a secure work environment. It also ensures employees are well-informed and equipped to handle potential risks, promoting a culture of safety and vigilance within the organization.

Remember, regularly review and update safety and security guidelines to align with evolving technologies, best practices, and legal requirements. By providing comprehensive guidelines, companies can safeguard both employees and their business interests.

How to Create an Effective Employee Handbook

How to Create an Effective Employee Handbook?

Looking to create an effective employee handbook? In this section, we’ll uncover some key strategies to help you on your way. From conducting thorough research and considering legal requirements to involving multiple stakeholders, we’ll explore the ingredients for success. Additionally, we’ll emphasize the importance of using clear and concise language to ensure maximum comprehension. Lastly, we’ll discuss the necessity of regularly reviewing and updating your handbook to keep it relevant and aligned with evolving workplace dynamics. Get ready to craft a handbook that truly empowers your workforce!

Conduct Research and Consider Legal Requirements

Conducting research and considering legal requirements is crucial when creating an employee handbook. Follow these steps:

  1. Identify relevant federal, state, and local laws and regulations, including labor laws, discrimination laws, and health and safety regulations.
  2. Review and understand the legal requirements outlined in these laws and regulations.
  3. Research recent updates or changes in the laws that may affect policies and procedures.
  4. Consult with legal experts or employment law attorneys for compliance and guidance.
  5. Consider industry-specific regulations or guidelines.
  6. Review existing policies and procedures to identify potential gaps in meeting legal requirements.
  7. Conduct benchmarking research to see how other companies in your industry handle similar policies and procedures.
  8. Consider case law or legal precedents that may affect policy interpretation or enforcement.
  9. Document all legal requirements and research findings for reference when developing the employee handbook.

By conducting thorough research and considering legal requirements, your employee handbook will align with the law and protect both your employees and your organization.

Involve Multiple Stakeholders

When creating an effective employee handbook, involving multiple stakeholders is crucial. Representatives from different departments and levels within the company can contribute their expertise and insights. This collaborative approach ensures that the handbook reflects the needs and perspectives of various stakeholders, increasing buy-in and engagement from employees.

By involving stakeholders such as HR professionals, managers, and employees themselves, a more comprehensive and well-rounded approach to creating the employee handbook can be achieved. HR professionals can provide knowledge of legal requirements and industry standards, managers can offer insights into day-to-day operations and employee concerns, and employees can provide valuable feedback based on their experiences.

This inclusive process helps to avoid biases and blind spots that may occur when decisions are made by a single individual or department. It also helps to create a dynamic document that reflects the values, needs, and goals of the entire organization.

For example, in a large retail company, involving stakeholders from HR, store managers, and frontline employees would be essential. They can contribute expertise on legal requirements, share insights on daily operations and employee management, and offer input on challenges faced and suggestions for improvement.

In a global technology company, the HR team decided to involve representatives from each department when creating a new employee handbook. Through regular meetings and open discussions, they gathered feedback and suggestions from employees across different teams and locations. This inclusive approach resulted in a comprehensive and well-rounded handbook and fostered a sense of ownership and unity among employees. The final handbook was met with enthusiasm and appreciation from the entire organization, demonstrating the positive impact of involving multiple stakeholders in the process.

Use Clear and Concise Language

Using clear and concise language in an employee handbook is crucial for effective communication and understanding. It ensures that employees can easily comprehend the information provided, promoting clarity and minimizing ambiguity.

Clear language in an employee handbook avoids confusing jargon or technical terms unfamiliar to employees. It uses straightforward and simple language to convey policies, procedures, and expectations, eliminating misinterpretation and misunderstandings that can lead to conflicts or inefficiencies.

Concise language in an employee handbook means being direct and succinct in conveying information. It avoids lengthy explanations that overwhelm readers. Instead, it presents information in a straightforward manner, using concise sentences and bullet points to highlight key details.

By using clear and concise language, the employee handbook becomes more user-friendly and accessible. Employees can easily find and understand the information without confusion, improving compliance with company policies and fostering a positive workplace atmosphere.

To ensure clear and concise language, it is important to review the employee handbook with different stakeholders for input and improvements. Regularly reviewing and updating the handbook allows necessary revisions to enhance clarity and maintain relevance.

Ultimately, using clear and concise language in an employee handbook demonstrates a commitment to effective communication and promotes a positive work environment where employees easily understand and adhere to company policies and guidelines.

Regularly Review and Update

Regularly reviewing and updating an employee handbook is vital to ensure its effectiveness and relevance. It helps to keep the handbook up-to-date with changes in laws, regulations, and company policies. Here are the steps to regularly review and update an employee handbook:

1. Schedule regular reviews: Set a specific schedule, such as annually or biannually, to regularly review the employee handbook. This consistently keeps it up-to-date.

2. Assign responsibility: Designate a specific person or team to oversee the regular review and update process. This person or team should have a good understanding of the company’s policies and any legal requirements.

3. Analyze legal requirements: Carefully examine any new laws or regulations that may impact the content of the employee handbook during the regular review and update process. Determine if updates or revisions are necessary to comply.

4. Seek employee feedback: Encourage employees to provide feedback on the current employee handbook through surveys, focus groups, or one-on-one discussions regularly. Their input can identify areas for improvement or clarification.

5. Update policies and procedures: As the company evolves, policies and procedures may change. Regularly review the existing ones in the handbook and make necessary updates to reflect current practices and expectations.

6. Communicate changes: Once the regular updates are made, ensure all employees are aware of them. Communicate the revisions through email, company-wide meetings, or by distributing the updated handbook.

7. Training and education: Provide training or workshops to employees regarding significant changes made to the handbook. This ensures they understand and adhere to the updated policies and procedures.

Regularly reviewing and updating the employee handbook is essential to maintain its accuracy, relevance, and usefulness to employees. It ensures employees have access to the most current information and policies that govern their employment.

Frequently Asked Questions

Why is an employee handbook important for self-directing teams?

An employee handbook is important for self-directing teams as it provides standardized procedures and guidelines that help team members understand their roles and responsibilities. It also establishes clear expectations for behavior, communication, and decision-making, promoting a cohesive and efficient work environment.

How does an employee handbook ensure overtime compensation compliance?

An employee handbook ensures overtime compensation compliance by clearly outlining the company’s policies on overtime hours, including how overtime is calculated, when it is eligible, and how it should be recorded and compensated. This helps employees and employers understand their rights and responsibilities, reducing the risk of legal disputes.

Why is HR compliance emphasized in employee handbooks?

HR compliance is emphasized in employee handbooks to ensure that the company adheres to all relevant laws and regulations governing employment. By including policies and procedures that align with legal requirements, employee handbooks help mitigate risks of legal actions, such as discrimination claims or violations of labor laws, protecting both the company and its employees.

How does an employee handbook benefit companies of different sizes?

An employee handbook benefits companies of different sizes by providing a standardized set of policies and procedures that apply to all employees. This promotes consistency in day-to-day operations, helps adjust behavior, and ensures fairness in the treatment of employees, regardless of the company’s size. It also helps smaller companies establish a professional image and larger companies maintain consistency across different departments or branches.

Why is internal communication addressed in employee handbooks?

Internal communication is addressed in employee handbooks to facilitate effective and efficient information sharing within the company. By establishing guidelines for communication channels, etiquette, and response times, employee handbooks help improve collaboration, reduce misunderstandings, and create a more organized and productive work environment.

How does an employee handbook help mitigate the risk of damaging statements?

An employee handbook helps mitigate the risk of damaging statements by clearly outlining expectations regarding employee behavior, including guidelines for social media use. By educating employees on the potential impact of their statements on the company’s online reputation, an employee handbook can help prevent harmful or inappropriate comments, protecting the brand’s image.

Tehsin Bhayani

AirMason was born when Tehsin was trying to create a digital culture book, but couldn’t find any solutions in the market that had all the features he needed. In 2016, AirMason officially launched. In five years, AirMason has created thousands of handbooks for more than 1,000 clients around the world.

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