Employee Handbook Replace Demanded Field For Free

Although statements of policy appear in both handbooks and policies and procedures manuals, the topics covered in a policies and procedures manual are often more detailed and exhaustive. The subjects covered in an employee handbook are typically selective and the information provided is more general.

A good cadence is to review and update your employee handbook every one to two years, maximum. Ideally, this is an annual exercise.

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.)

You can usually find a company's code of conduct in its employee handbook , though a human resources department may also provide new employees a copy of the code of conduct. Each company has different rules outlined in its code of conduct, and each company has its own policies for enforcing this code.

Generally speaking, an employee handbook is not a legally binding contract unless it explicitly states that it is. However, certain statements in the handbook can be interpreted as contractual promises if they are specific enough and imply mutual obligations between employer and employee.

Legally, the key factor in determining whether a company handbook constitutes a contract is if the employer has issued a guarantee to the employee or if the employee promises anything to the employer.

While there is no formal legal requirement to implement one, a handbook allows you to communicate vital policies and procedures, which can prevent legal issues, and can protect your company in the case that there is an issue.

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.

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.

What to include in your employee handbook?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.Oct 30, 2018