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Current and former employees have the right to not only inspect the file, but also to receive a copy of the contents. If a copy is requested, the employee or former employee can be charged the actual cost of copying.

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.

Plan for distribution. Execute a company wide roll out. Collect signed Handbook Acknowledgements. Incorporate Employee Handbook review into your new hire process. When updating an Employee Handbook, notify employees properly.

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. This means that an employee can sue an employer if the employer fails to honor any of the provisions within the employee handbook.

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. If you'd like to learn more about creating airtight policies and procedures for your business, download our free e-book, 7 most frequent HR mistakes and how to avoid them.

What is an Employee Handbook? It is not a contract, but in California, it comes close. The employee handbook is legally binding, so employers want to be careful of their wording.

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.