Typically, the end of one year, or the beginning of a new one, is when HR departments take the time to update their company handbooks. No matter when your HR team conducts this task (it should be conducted several times per year), your handbook should include the following sections:
Welcome to the company
- Letter from the president
- Brief history of the company or mission statement.
Rules and procedures
- Working hours
- Lunch periods and breaks
- Holidays, vacations and sick leave
- Family and medical leave
- Disability accommodation requests under the Americans with Disabilities Act and the Pregnant Workers Fairness Act, and religious accommodations under Title VII
- Breaks under the PUMP Act
- Jury duty
- Military leave
- Personal calls/mail/email
- Personal use of company equipment
- Theft and dishonesty
- Misconduct and insubordination
- Use of illegal drugs and alcohol on the job
- Smoking in restricted areas
- Dress code
- Policy on sexual harassment and discrimination
- Employee privacy policy
- Social media policies
- Data-collection policies.
Employment policies
- Probationary periods
- Performance evaluations
- Promotions and transfers
- Seniority
- Terminations and resignations.
Compensation
- Pay procedures
- Payroll deductions
- Performance bonuses
- Overtime payments
- Salary increases
- Expense reimbursements
- Severance pay.
Benefits
- Health, life, disability and other insurance
- Wellness policy
- Pension and retirement plans
- Workers’ compensation
- Tuition assistance
- Savings and stock purchase plans.
Safety and health
- General safety rules
- Reporting job-related accidents.
Non-discrimination statement
- Race
- Age
- Sex, including sexual orientation and gender identity
- Sexual and other harassment
- National origin
- Religion
- Disability
- Pregnancy
- Genetic information
- Military service
- Any other protected classification or status under your state or local laws and ordinances.
