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The topics included in the employee handbook should cover the employer's mission statement, equal employment opportunity statement, contractual disclaimer and at-will employment statement, purpose of the employee handbook, and background information on the company.

Though not required by law, employers should make every effort to receive signed handbook acknowledgments from all employees when first hired and at any time the handbook is updated.An employer cannot force an employee to sign the handbook acknowledgment.

Use the handbook as a communication tool. Employees can be full of legal agreements and notices, which important as they are, can be daunting. Safety and security. Get a legal review. Outline your expectations/Code of conduct. Hours, benefits, and compensation. Don't be redundant. Make it readable. Leave room for change.

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.

Refer to any previous conversations about the employment (if applicable). Express your acceptance of the job position given to you. Refer to the prior arrangements regarding your employment such as the terms and contract. Express your enthusiasm about the position.

Omitting Disclaimers. All employee handbooks must include a disclaimer that nothing in the handbook creates a contract for employment or alters the employee's at-will employment relationship. While you are at it, take out the 90-day probationary period language if your employees are at will.

When you write your acknowledgements, write an exhaustive list of all the people you wish to thank for helping or collaborating with you on your thesis; then organize them, beginning with those who helped you with the product (the actual writing of the dissertation itself) the most.