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When you're hiring employees in California, your employee handbook should cover all notable state and federal policies. You may also want to include non-required policies that will protect your company.

It usually appears at the beginning or the end of the handbook, and it informs your employees that the handbook is not a contract, does not guarantee employment, and does not override the at-will status of your employees (unless you are in a state that does not recognize at-will employment).

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.

Company manuals contain a lot of information, so it's important to organize them logically. Including a table of contents at the beginning of your employee handbook makes it easier for employees to find the information they need at any given time.

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

An employee handbook should include your business's policies, your expectations of your employees, and what your employees can expect from your business.

What Do I Need For an Employee Handbook?Employee acknowledgement and signature.Compensation/benefits.Terms of employment.Remote and hybrid work policies.Payroll deductions.Discipline.Paid Time Off (PTO)Business travel.More items...

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...

Legal Examples Personnel information is confidential, and information in an employee's file, such as social security number, salary, health records, disciplinary actions and termination reason can't be discussed with other employees.

An employee handbook is important as it provides standardization of personnel and benefit policies, preventing misunderstandings, complaints and job dissatisfaction out of misinterpretation of personnel and benefit policies by employees.