A well-written employee handbook should set expectations for workers, describe what to expect from the company and explain the employer's legal obligations and worker rights.
As Inc. magazine suggests, policies that most employee handbooks should contain include those relating to compensation, work schedules, standards of conduct, general employment information - such as job classifications, probationary periods, termination and resignation procedures - safety and security, computers and technology, employee benefits and leave policies.
Compensation and work schedules are fairly self-explanatory. The former should address overtime pay, performance reviews, salary increases, timekeeping, breaks and bonus compensation, while the latter should point out policy on reporting absences and describe whether telecommuting is allowed.
Standards of conduct should touch on everything from dress codes to workplace violence, as well as the company's policies on drugs and alcohol, prohibited behaviors in the workplace, and both employee and customer privacy expectations. You will want to add information about reporting and preventing harassment and discrimination as well.
The Occupational Safety and Health Administration Act, established in 1970, was created to ensure every working person is employed under safe and healthful conditions, the news source notes in a separate article. This should be referenced in the Safety and Security Section.
A Computers and Technology section should describe authorized use of company email and other electronic information. Employee Benefits should hit on insurance plans for health, disability and life, as well as worker's compensation and COBRA. Lastly, guidelines for leave should address maternity needs, military service, vacations and jury duty.
Small business legal resource NOLO reports that one thing you shouldn't do when writing a handbook is create obligations or unconditional promises you can't follow through on.
For example, don't guarantee continued employment, as courts may view this as a contract that prevents the company from firing a worker without a legitimate cause. Adding language that states the company reserves the right to terminate employment for reasons not stated in the handbook creates a safety net for difficult situations.
In addition, don't obligate yourself to follow a specific disciplinary pattern for every employee in every circumstance. This makes it difficult to fire a worker who commits an act far more egregious than stealing a company pen. However, some general practices can be described, such as a verbal warning, followed by a written warning and then a probationary period, suspension or termination.