Employee Handbook Remove Last Name Field For Free

Employee handbooks should be reviewed and updated at least on an annual basis, and an employer may want to consider reviewing the handbook every six months.

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.

In general, there should be no problems with changing the policies in a handbook if your employees are at will, which means employers can change the terms and conditions of employment at any time. (If some of your employees have contracts, however, you can't unilaterally change the conditions of their employment.)

Omitting Disclaimers. All employee handbooks must include a disclaimer that nothing in the handbook creates a contract for employment or alters the employee's at-will employment relationship. While you are at it, take out the 90-day probationary period language if your employees are at will.

Social Security Administration. Department of Motor Vehicles. Passport Office. Post Office. IRS. Voter Registration. Banks and other financial institutions. Credit Card companies (or issuers)

What to include in an employee handbookYour company's mission, vision and an overview of its culture.Guidelines for employee conduct.Details on legal aspects of employment.Summaries of perks and benefits.Descriptions of company processes.

Thus, employee handbook should include information on:Your company's history, mission, vision and goals.Your company's core values and culture.Human resources and legal information related to employment.Your company's policies.Employee benefits and perks.30 Oct 2018