- Terms of employment
- Compensation and benefits
- Disciplinary actions
- Payroll deductions
- Time and attendance
- Telecommuting
- Paid time off
- Dress code
- Overtime
- Safety
- Company policies
- Conflicts of interest
- Business travel
- Intellectual property
- Social media
- Cannabis
- Mobile devices
Perhaps one of the most crucial inclusions in your employee handbook involves discrimination, harassment and retaliation. Federal and Ohio laws protect certain groups from these activities, and your company should prohibit them in accordance with them. You may want to expressly address as many possible scenarios as possible in your handbook, as well as outline how your company intends to deal with complaints. In fact, all of the contents of your employee handbook need to comply with state and federal laws. You may need the assistance of a knowledgeable employment law attorney in order to ensure that you do not inadvertently open up your company, and possibly yourself, to legal action. The other purpose of a well-put-together handbook is to provide the first step in a paper trail if you do end up facing a lawsuit or other inquiry from an employee. Be sure to get signatures Yes, this section does deserve to be set apart from the information above. An acknowledgement form goes a long way toward preventing an employee from alleging that he or she did not know about a certain policy or procedure. The acknowledgement from each employee should make it clear that he or she read and understood the contents of the employee handbook.