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Commonly Asked Questions about Employee Handbook Forms

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SHRM offers two options for creating an Employee Handbook for your company: a free sample template, or a premium, customizable online service.
Nine Tips for Writing an Employee Handbook Keep It Simple Engaging. Use Your Handbook As A Communication Tool. Pay Attention to Format and Visuals. Clearly Mention Work Hours, Compensations, and Benefits. Mention Your Company Culture How Employees Can Maintain The Same. Mention Legal Issues. Mention Employee Appreciation.
Key Sections of an Employee Handbook Introduction Welcome. Welcome new employees and write briefly about how the company began and whos in charge. Workplace Commitments. Company Policies and Procedures. Employment Classification. Attendance Policies. Leave Policies. Work Performance. Discipline Policy.
Certain policies are mandatory and must be included in your employee handbook. For example, California employers must have a written harassment, discrimination and retaliation prevention policy. Including these policies clarifies for employees their rights and obligations, and protects you from potential liability.
What Goes Into an Employee Handbook? Company Values and Mission Statement. General Employment Information. Anti-Discrimination and Anti-Harassment Laws. Standards of Conduct. Employee Benefits. Confidentiality / Non-Disclosure Agreement / Conflict of Interest. Disciplinary Policies. Disclaimer.
An employee handbook should include your businesss 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.