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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.Jan 2, 2020

Prioritize a policy list. Keep in mind that you can't tackle every policy at once. Conduct thorough research. Take a look at your existing procedures to zone in on how things are currently done. Write an initial draft. After defining what you need to cover, you can begin your first draft. Validate the procedures.

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.)

Clarify your business policies. Establish clear work expectations. Inform employees of their rights and benefits. Simplify on-boarding of new hires. Signal to employees that the same rules apply to everyone equally.

Plan for distribution. Execute a company wide roll out. Collect signed Handbook Acknowledgements. Incorporate Employee Handbook review into your new hire process. When updating an Employee Handbook, notify employees properly.

Employees and HR staff are on the same page as to how legal mandates such as FMLA are handled in the company. Employers use the policies in an employee handbook to protect themselves from lawsuits, such as harassment claims, wrongful employment termination claims, and discrimination claims.

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