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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.

Though there are many laws requiring employers to notify employees of certain workplace rights, there are actually no federal or state laws specifically requiring an employer to have an employee handbookand plenty of employers choose not to have one.

What do most employee handbooks include?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.More items...

Unless the text of an employee handbook clearly indicates otherwise, an employee handbook can be considered a legally binding document between an employer and its employees.In most cases, courts consider an employee handbook to be an extension of the employee contract.

All company handbooks should contain a prominent disclaimer reserving the right to change the handbook as needed. However, before undertaking any major change, such as retracting the handbook or taking away benefits outlined in it, you must seek professional advice from an employment attorney.

They are expressly binding on employees and employers. For example, a clause that states, these policies and procedures are incorporated into the employment contract and impose legal obligations. Here, they must be followed by both employees and employers.However, we rarely see this clause in employment contracts.

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.