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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.

In sum, some of the main disadvantages of an employee manual are: Fostering management inflexibility. Establishing standards to which management does not adhere. Engendering workforce dissatisfaction due to imprecise or incomplete language.

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.

Though there are many laws requiring employers to notify employees of certain workplace rights, there are actually no federal or state laws specifically requiring an employer to have an employee handbookand plenty of employers choose not to have one.

All company handbooks should contain a prominent disclaimer reserving the right to change the handbook as needed. However, before undertaking any major change, such as retracting the handbook or taking away benefits outlined in it, you must seek professional advice from an employment attorney.

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.

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