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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.

When a company develops a policy, they should include a statement in the policy stating that they reserve the right to change their policy at any time and without notice. Any policy, such as an employee handbook, HR policy, and so on.

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.

They are expressly binding on employees and employers. For example, a clause that states, these policies and procedures are incorporated into the employment contract and impose legal obligations. Here, they must be followed by both employees and employers.However, we rarely see this clause in employment contracts.

What do most employee handbooks include?Company culture, values, and a mission statement.Human resource and legal information as well as rights and obligations related to employment.Realistic expectations; both what the company expects to see from its employees and what employees can expect from the company.More items...

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.

Three Step for Reviewing and Revising Your Policy ManualDetermine Responsibilities. In many companies, human resources staff are responsible for reviewing policies and updating them.Review for Accuracy and Recency. Review all policies to ensure they are still relevant and up to date.Revise and Re-Distribute.2 Jan 2020