Although not legally required, having employees sign NDAs and conflict of interest statements helps to protect your trade secrets and company proprietary information.

Employers must comply with the equal employment opportunity laws prohibiting discrimination and harassment, including the Americans with Disabilities Act.  Include a section about these laws, and how your employees are expected to comply.

Compensation 

Clearly explain that your company will make necessary deductions for federal and state taxes, as well as voluntary deductions for the company’s benefits programs. In addition, outline legal obligations regarding overtime pay, pay schedules, performance reviews and salary increases, time keeping, breaks and bonus compensation.

Describe company policies regarding work hours and schedules, attendance, punctuality and reporting absences, along with guidelines for flexible schedules and telecommuting, if offered.

Document expectations of how you want employees to conduct themselves in your workplace, from dress code to ethics. Remind your employees of their legal obligations, especially if your business is engaged in a regulated activity (for example, legal obligations to protect customer data or to avoid insider-trading activity).

General Employment Information

Include an a overview of your business and general employment policies covering employment eligibility, job classifications, employee referrals, employee records, job postings, probationary periods, termination and resignation procedures, transfers and relocation, and union information, if applicable.

Describe your policy for creating a safe and secure workplace, including compliance with the Occupational Safety and Health Administration's laws that require employees to report all accidents, injuries, potential safety hazards, safety suggestions and health and safety related issues to management.

Safety policies should also include your policy regarding bad weather and hazardous community conditions.  Add your commitment to creating a secure work environment, and employee’s responsibility for abiding by all physical and information security policies, such as locking file cabinets or computers when they aren’t in use.

Outline policies for appropriate computer and software use, and steps employees should take to secure electronic information, especially any personal identifiable information you collect from your customers.

Include a section that discusses how your employees should handle calls from reporters or other media inquiries.

Employee Benefits 

Detail benefit programs and eligibility requirements, including all benefits that may be required by law such as disability insurance, Worker’s Compensation Insurance and COBRA (Consolidated Omnibus Budget Reconciliation Act).

Outline plans for health insurance options, retirement, employee assistance, tuition reimbursement, business travel, and any other fringe benefits provided to attract and retain employees.

Family medical leave, jury duty, military leave, and time off for court cases and voting should all be documented to comply with state and local laws. In addition, you should explain policies for vacation, holiday, bereavement and sick leave.