Arizona Procedures

California does not require employers to have a 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.

Welcome letter from CEO or founder. Company's mission statement. Ideal company culture. Annual office closures. Behavioral expectations including attendance and dress code if relevant.

The law behind employee handbooks Whilst a handbook is not a legal requirement, it is a convenient way of housing legally required terms and conditions of employment.

Employee handbooks can go by different names, such as an employee field guide or staff manual. Whatever you call them, employee handbooks are documents that all employees at a company should receive, often on their first day. They are designed to cover everything a new hire needs to know to get started at their job.

Most employee handbooks include information on: 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.

Step 1: Review and Make Required Revisions to the Current Company Policies. Step 2: Create an Outline of What to Include in the Employee Handbook. Step 3: Create Summarized Versions of Each Policy and Procedure. Step 4: Add Each Summary Statement in the Appropriate Sections According to the Outline.

A great employee handbook should communicate your core values, house rules, procedures, and company culture as directly as possible. It should be a brilliant onboarding tool for new hires and a great reference tool for existing employees who need reminders on company policies. Good HR handbooks wear many hats!