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At the very least, your employee handbook should contain these items: Employment at-will disclaimer and statement on equal employment opportunity. Policy prohibiting unlawful discrimination and harassment. A section describing your policy for use of company property, privacy rules, and social media.

The handbook sets the tone for your organization by outlining your policies and expectations. At the same time, the HR manual sets out procedures to make sure those policies and expectations are handled consistently and in compliance with employment laws from the very start.

Sometimes called an employee manual or staff guide, an employee handbook is a document provided by the employer that details the company's policies and expectations for its employees. It may also include guidance and helpful information about company culture, benefits, opportunities, and expected code of conduct.

The dimensions of a handbook can either be one of the three standard sizes Letter at 8.5 × 11, A4 size of 8.3 × 11.7, or A5 at 5.8 ×8.3.

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.

Remember to always make sure your policies are clear and don't assume that everyone will read their handbook cover to cover. Try to keep your handbook to a maximum of 30 to 40 pages, if possible. If it's too long, it may not get the attention it deserves.

Some examples of prohibited policies include: forbidding employees from discussing wages and other employment issues or an overly restrictive social media policy.

What is an employee handbook? Mission. Vision. Values. Policies. Procedures. Working conditions. Code of conduct/behavioral expectations.

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.