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An organization should always include a statement that it reserves the right to change the policy at any time, with or without notice (subject to applicable law), that such policy (or employee handbook) is not a contract of any kind, and that it does not affect the at-will status (if applicable) of the employment

The bottom line is that most company policies can be changed. With clear communication, proper consideration of any required notice period, and evaluation of how the previous policy was applied, such changes need not cause undue morale and/or liability issues.

In sum, some of the main disadvantages of an employee manual are: Fostering management inflexibility. Establishing standards to which management does not adhere. Engendering workforce dissatisfaction due to imprecise or incomplete language.

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.

Additionally, it is important to realize that an employer can generally change its handbook or personnel policy at anytime, so if your employer sends out a personnel policy update be sure to read through it to be aware of your rights.

Your employer can change the employee handbook without you signing off on the updated policy. If the new handbook is not available, you should ask your internal Human Resources Department for a copy. Sometimes employers provide employee handbooks on an internal shared drive or internal website.

A rule that employee handbooks and their contents are confidential and may not be disclosed to third parties violates the Act, unless tailored to protect specific employer proprietary information unrelated to terms and conditions of employment.