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There are many policies that are important to have in your handbook....Here are a few that sometimes get overlooked:at-will employer/disclaimer.injury reporting.equal employment opportunity.harassment/discrimination.hours of work/meal breaks.FMLA.Internet/e-mail.reasonable accommodation.More items...?Jul 5, 2011

Courts in the United States find that the employee handbooks and various papers signed by the employee constitute an implied contract between the worker and employer. Without a waiver, the guidelines and policies that the company enacts do not create contractual rights.

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 (where allowed), purpose of the employee handbook, and background information on the company.

How to Amend an Employee HandbookStep 1: Review Current Handbook to Identify Inaccuracies and Inconsistencies.Step 2: Assemble All Materials Reflecting Changes in Policies or Procedures.Step 3: Assemble All Materials Reflecting No Policies or Procedures.Step 4: Conduct Research to Identify Current and Emerging Trends.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.

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.

Consider addressing the following items in your handbook:Introduction.Code of Conduct.General Policies.Safety and Emergencies.Benefits.Additional Topics.Acknowledgment Form For Employees.Optional: Additional Employee Forms.More items...