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Distribute the handbook to all employees in advance. Allow them time to review the contents and encourage them to prepare questions that can be covered at the rollout meeting. You can give them the choice of submitting their questions directly or anonymously if that makes them more comfortable.

What to include in an employee handbook. 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.

An employee handbook should include your business's policies, your expectations of your employees, and what your employees can expect from your business.

It usually appears at the beginning or the end of the handbook, and it informs your employees that the handbook is not a contract, does not guarantee employment, and does not override the at-will status of your employees (unless you are in a state that does not recognize at-will employment).

What to include in an employee handbook. 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.

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.)

What is an employee handbook? Mission. Vision. Values. Policies. Procedures. Working conditions. Code of conduct/behavioral expectations.

This information can be useful in unemployment and workers' compensation claims and litigation, as well as working through the accommodation process. However, if policies are inaccurate and do not reflect current practices and expectations or are incomprehensible, then they may actually be harmful to the employer.

1. Regularly review your handbook. Handbooks should be reviewed no less frequently than annually. Employment laws, particularly those on the state and local level, are in constant flux, requiring consistent review of policies to ensure notice requirements are being met and laws accurately reflected.