Reevaluate Your Handbook With Advice From XpertHR On What To Include And What To Avoid


When organizations create and update the employee handbook, retention of workers, talent attraction, DEIB programs, and changing legislation all take center stage—and for good reason. When carefully crafted, the handbook supports these objectives and aids companies in managing risk. It’s a useful tool for promoting business values, disseminating company policies, and integrating new hires.

What is the one thing that every manual ought to have? Legally, if an employer has a handbook, it must contain the policies. 

Check your state’s unique regulations for employee handbooks, advises Silver, as they vary from state to state. In Maryland, for instance, firms covered by the Reasonable Accommodations for Disabilities Due to Pregnancy Act are required to include a section in their employee handbook that addresses an employee’s entitlement to reasonable accommodations and time off for a pregnancy-related ailment. Employers in Minneapolis, Minnesota, for example, are required to publish a notification of employees’ rights and remedies under the Minneapolis Paid Sick Leave Law in their employee handbook.

Additionally, it’s critical to have well-written anti-harassment and anti-discrimination policies to promote diversity, lower risk for the business, and set clear expectations for employees. These policies may also assist boost employee morale and engagement.

The policies should make it very apparent that harassing and discriminatory behavior will not be accepted at work and that the employer will treat any complaints in this regard seriously. However, these two categories of policies are just the beginning. Additional crucial elements of a handbook include an employment-at-will policy, an employee acknowledgment form, and PTO rules including details on last wages.