Workplace Policies:

Some laws require employers to communicate workplace information to employees in writing. In

the absence of a specific requirement, employers should also implement policies that

communicate company expectations and benefits. While the contents of your company's

handbook will depend on a number of factors, including your company's size, industry, and

location, consider including these key policies:

1. At-will employment. This statement reiterates that either you or the employee can

terminate the employment relationship at any time and for any reason, as long as the reason is a

lawful one. It is a best practice to prominently display this statement in the beginning of your

employee handbook (except in Montana, where at-will employment is not recognized).

Reinforce at-will status in your handbook acknowledgment form as well.

2. Anti-harassment and non-discrimination. These policies prohibit harassment and

discrimination in the workplace. Non-discrimination laws are governed by federal, state and

local provisions, so review your applicable law and account for all appropriate protections.

3. Employment classifications. It is a best practice to clearly define employment

classifications, such as full-time, part-time, exempt or non-exempt since an employee's

classification can dictate eligibility for benefits and overtime pay.