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A non-contractual handbook allows much more flexibility policies can be altered and changed without requiring employee consent, and to quickly accommodate any change in the law. Your handbook should explicitly state whether it is or is not contractual.

Your handbook should include at least the following sections:PREFACE.COMPANY PROFILE.ORIENTATION & FIRST DAY.HEALTH & SAFETY.CLASSIFICATIONS & SCHEDULES.COMPENSATION & BENEFITS.LEAVE.Mar 20, 2018

Below are some of the essential topics to include in your handbook.Welcome Message. How do you communicate your values and mission to employees?Your At-Will Relationship.Equal Employment Opportunity.Conduct.Compensation & Performance.Benefits & Leaves.Health & Safety.Workplace Guidelines.More items...?Nov 19, 2019

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.

How To Write An Employee Handbook In 5 StepsStart with an outline. Decide what you want to include in an employee handbook and create an outline of the relevant sections.Share the outline with other team members to get feedback.Fill in the blanks.Remember that done is better than perfect.Promote the product.Jul 10, 2019

An employer should update their handbook at least annually. As employment law is an ever-changing area, it is important to keep up to date with all the changes to employment regulations. These changes should be reflected in a company's employee handbook to safeguard both the employer and employee.

Here is a guideline for what sections you may want to include in an employee handbook:Company History. While not required, a brief section discussing the company's history and its mission can help set the tone for an employee handbook.Paid Time-Off Policy.Employee Behavior.Pay and Promotions.Benefits.Jan 5, 2021