Employee handbooks are legal documents and should include all relevant policies and procedures that govern employee conduct. They are the primary source of information for employees about their rights, responsibilities, and benefits. They can also protect employers in employment-related disputes and claims. While employee handbooks can be a great way for companies to communicate important policies to their employees, it is important to tailor the policies to the company as a boilerplate handbook may lead to employee confusion and employer liability. 

There are no specific rules or regulations governing the contents of employee handbooks, however, employer’s must ensure their policies comply with state and federal law. 

Here are some key items to remember when crafting an employee handbook:

Designate Key Personnel. This is a good place to start. Most policies will contain procedures that impose employee-reporting requirements. It is important to clearly notify employees who they must report to and the hierarchy of reporting when matters must be escalated. Identifying these key personnel will allow companies to create and document easy-to-follow reporting procedures. 

Employee Benefits. This section should include a statement regarding the benefits that your company offers to its employees, which may include health insurance, dental insurance, and retirement plans. It’s also good to include any paid time off policies here as well as any other perks that may be offered by your company such as free lunch on Fridays or free parking in the company lot on Mondays through Thursdays only (no weekends). A word of caution: if your company’s benefits do not apply to all employees, the handbook should state that employees must be eligible to participate, and eligibility requirements should be set forth in a separate benefits guide or policy. 

Equal Employment Opportunity Policy Statement. This should be included in every employee handbook so that all employees know what they can expect from their employer when it comes to discrimination based on race, color, religion, sex (including pregnancy), national origin/ancestry, age (40 years old or older), disability or genetic information. This statement should also include a “no harassment” policy so that nobody feels uncomfortable at work because of their race, color, religion.

A well-written employee handbook helps establish an employer’s good faith in following laws and regulations governing its business activities. It should also clearly state what behaviors are acceptable on the job and which ones are not. Employee handbooks encompass many policies that affect employee rights. To ensure that your employee handbook does not violate state or federal employment laws, a knowledgeable attorney should be consulted when drafting or revising any employment policy.