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Employees and HR staff are on the same page as to how legal mandates such as FMLA are handled in the company. Employers use the policies in an employee handbook to protect themselves from lawsuits, such as harassment claims, wrongful employment termination claims, and discrimination claims.

An employee handbook should include your business's policies, your expectations of your employees, and what your employees can expect from your business. It should lay out your legal obligations as an employer and your employees' rights.

What should not be included in an employee handbook?Legalese.Company procedures, work processes, and job descriptions should not be included so that you will not need to update the entire handbook each time one of these changes.Health and welfare benefits details.More items...?Jan 18, 2020

Unless the text of an employee handbook clearly indicates otherwise, an employee handbook can be considered a legally binding document between an employer and its employees.In most cases, courts consider an employee handbook to be an extension of the employee contract.

California does not require employers to have a handbook. However, if you create a handbook, there are policies that must be included.

Below are some of the essential topics to include in your handbook.Welcome Message. How do you communicate your values and mission to employees?Your At-Will Relationship.Equal Employment Opportunity.Conduct.Compensation & Performance.Benefits & Leaves.Health & Safety.Workplace Guidelines.More items...?Nov 19, 2019

Additionally, it is important to realize that an employer can generally change its handbook or personnel policy at anytime, so if your employer sends out a personnel policy update be sure to read through it to be aware of your rights.