What Should Go in the Handbook

April 13, 2006

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Ideally, your handbook should be more than a compilation of rules and regulations that your employees must live by in the workplace. That's not to say that your policies aren't appropriate to put in a handbook — they most definitely are. But there are other things that you may want to put in your handbook as well.

Here's a list of the types of information that can be put in a handbook. Although most of these items are optional, and many may not apply to your particular business, federal or state law may require you to provide written notice of some of the policies:

welcome and introduction
purpose of handbook
company mission statement
statement emphasizing importance of good customer service
background information about company
business's position on unions, if the makeup of the workforce suggests union activity is possible
suggestion and complaint procedures
work rules and policies
introductory or probationary period
employee's role and responsibilities
hours of work
lunch periods and breaks
overtime policy
attendance and punctuality
time cards
personnel records
shift premium
payday
payroll deductions
garnishments
wage and performance reviews
promotions
layoff or recall
resignation or termination
bulletin boards
telephone usage
benefits
- holidays
- vacations
- hospital and medical insurance
- life insurance
- disability benefits
- pension and profit-sharing plans
- call-in or report-in pay
- training
- school or educational assistance program
- service awards
workers' compensation
unemployment insurance
sale of company products
sick leave
disability leave
personal leave
funeral leave
jury duty leave
military leave
safety
- emergency procedures
- medical services
- personal protective equipment
- safety rules
- how to report accidents
standards of conduct
- corrective discipline procedure
summary and acknowledgment
disclaimers reviewed by your lawyer