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Creating an employee handbook

How a small employer writes a dated handbook, points to a harassment report path, and keeps it separate from required posters and the FCRA disclosure.

  • 39 min
  • 6 modules + exam
  • Certificate of completion

For employers, HR, and hiring managers in the United States.

What you will be able to do

  • Treat the handbook as your document, not the standalone disclosure
  • Keep required posters and the standalone disclosure outside it
  • Give harassment reports a path that is not only the accused

Syllabus

  1. 1A handbook is your documentIt tells people how your company works. It is your document, and it is not the background-check disclosure.6 min(open)
  2. 2Posters are a different stackThe Department of Labor poster list depends on which laws cover you. The handbook does not replace it.7 min
  3. 3Say how to report harassmentName a person who is not the accused. The EEOC harassment page is the reference, not a form you copy.7 min
  4. 4Point at the background-check policyThe handbook can mention that you order employment reports. It cannot be the standalone disclosure.7 min
  5. 5Keep files separateThe handbook, Form I-9, and the consumer report do not live in one shared folder.6 min
  6. 6Review it when the work changesA date on the cover, and a rewrite when a policy or a required notice changes.6 min
  7. Final exam10 questions. 80% passes. Opens after the last module.
  8. Certificate of completionYour name, the course, and the date, with a public page anyone can check.

Sources

The primary sources this course is written from.

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