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Having an employee handbook disclaimer and acknowledgment form can provide several benefits for your business and your employees. For instance, it can reduce legal risks and liabilities by clearly stating that the handbook is not a contract and that you can change or terminate the employment relationship at any time.

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.

Besides being a communication tool, an employee handbook enables companies to apply their procedures and policies consistently to remain compliant. As such, it's important to review it regularly to ensure all policies and procedures are up-to-date with the current law and reflect the company's practices.

A disclaimer statement is a sentence, phrase, or paragraph that denies responsibility. The disclaimer statement should clearly state that the handbook is not an employment contract and, therefore, the company is not obligated to grant employment to the individual.

Why is an employee handbook important? An employee handbook is a valuable tool that gives employees a variety of information to help them understand employment expectations, handle issues, reference policies, and learn what's acceptable in the workplace.

An employee handbook provides guidance and information on a company's mission, vision, values, policies and procedures, and workplace code of conduct. It can be a valuable resource for employees to acquaint themselves with everything they need to know to be successful and safe in your office.

Additionally, it is important to realize that an employer can generally change its handbook or personnel policy at anytime, so if your employer sends out a personnel policy update be sure to read through it to be aware of your rights.

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

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.

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.