While there is no law that says you have to have one, failure to have a handbook leaves an employer open to potential disagreements over what the employer’s policies, procedures and work rules are. Absence of a handbook also takes away an opportunity for the employer to go “on record” with a written statement prohibiting discrimination and harassment. An employment handbook should contain at least the following:
A clear statement of the employer’s general rules, policies and practices;
An affirmative statement that all employees are employed “at-will” with no assurance of continued employment;
A disclaimer that the handbook is not a contract;
A statement that the employer has the right to change or discontinue its plans, policies, benefits and procedures at its sole discretion, without notice to employees;
A statement that assurances of employment conditions (including length of employment) are not binding, unless they are in writing, directed to the affected employee, and signed by an authorized officer of the company;
An equal employment opportunity statement;
A statement prohibiting sexual harassment; and
A written receipt to be signed and returned by the employee, acknowledging receipt of the handbook.
Call us if you feel your business could benefit from such a handbook.
— Kevin Palmer