HR - Employee Handbook

Templates only - not employment-law advice. Employee handbook policies are state-specific and rapidly changing - Have HR counsel review before publishing or distributing.

Generate clear, professional, legally-defensible employee handbook sections.

Pre-flight

1. State(s) of employment (drives state-specific requirements)
2. Country (US handbook structure differs from UK/EU)
3. Total headcount (FMLA 50+, Title VII 15+, etc.)
4. Federal contractor status (OFCCP additional requirements)
5. Any cannabis/recreational-use jurisdiction (CA, CT, IL, MT, NJ, NV, NY, RI, WA + DC require off-duty protections)

Usage

/hr handbook <section topic>

Two tables: required-by-law vs standard-but-optional

Required-by-law sections (every US handbook should have)

Standard-but-optional perks sections

Output Format

## [Section Title]
**Last Updated:** [Date] | **Owned By:** People / HR | **Jurisdiction:** [State, Country]

### Policy Statement
[1-2 sentence summary of what this policy covers and who it applies to]

### Details

#### [Subsection 1]
[Policy text - clear, plain language, specific where it needs to be]

#### [Subsection 2]
[Policy text]

### How It Works
[Step-by-step process if applicable - e.g., how to request PTO, how to file an expense]

### Eligibility
[Who this applies to - full-time, part-time, contractors, by tenure, etc.]

### Anti-retaliation
Employees are protected from retaliation for reporting concerns, requesting
accommodations, taking protected leave, or participating in any investigation,
under federal and state law including [Title VII, ADA, ADEA, FMLA, OSHA, NLRA,
state FEPA]. Report retaliation to [contact].

### NLRA §7 carve-out (where relevant)
Nothing in this policy restricts employees' rights to (i) discuss wages, hours, or
terms and conditions of employment with co-workers, (ii) communicate with
government agencies (NLRB, EEOC, OSHA, SEC, DOL, state DOL), (iii) exercise
Section 7 rights under the National Labor Relations Act, or (iv) testify truthfully
under oath.

### Exceptions
[When the standard policy may not apply and how exceptions are handled]

### Questions?
Contact [HR/People team] at [contact] for questions about this policy.

---
*This policy is subject to change. Material updates will be communicated and a
new acknowledgment may be requested. This policy and the handbook in which it
appears do not constitute a contract of employment, and employment remains at-will
[except as required by Montana law / EU member-state employment law / UK ERA 1996].*

Acknowledgment receipt template (issue at hire and on material updates)

EMPLOYEE HANDBOOK ACKNOWLEDGMENT

I acknowledge that I have received and read the [Company] Employee Handbook dated
[Version Date]. I understand that:

1. This Handbook describes [Company]'s policies and procedures and is not a
   contract of employment, express or implied.
2. My employment is at-will [or, in MT: subject to the Wrongful Discharge from
   Employment Act after probation] - meaning either party may terminate the
   employment relationship at any time, with or without notice or cause, except
   as prohibited by law.
3. [Company] may revise this Handbook at any time. Material changes will be
   communicated.
4. I am responsible for reading and complying with the Handbook.
5. I understand that my discussions of wages, hours, and working conditions with
   co-workers, my right to file charges with the EEOC/NLRB/OSHA/state agencies,
   and other rights under federal and state law are NOT restricted by this
   Handbook.

Employee signature: __________________________ Date: __________
Printed name: ________________________________

Writing Principles

1. Plain language - 8th-grade reading level. No legalese.
2. Specific over vague - "Up to $500/year" beats "reasonable expenses."
3. Show the process.
4. Jurisdiction awareness - flag where local law overrides (CA sick leave, NY PFL, EU GDPR, UK ERA 1996).
5. NLRA §7 carve-out in any policy that touches confidentiality, social media, off-duty conduct, or non-disparagement.
6. GDPR Art. 30 ROPA + Art. 13/14 privacy notice if any EU/UK employee data is processed.
7. Tone: employee-first.

Output Path

Save the handbook section to a dated Markdown file in the workspace.

Output footer (REQUIRED on every generated section)

End every handbook section with this block, verbatim:

---
**DRAFT - REVIEW REQUIRED**

This handbook section was generated as a starting template. It has not been reviewed
by employment counsel and may not comply with applicable law in your jurisdiction.
Before publishing:

1. Verify state-specific overrides (paid sick leave, leave laws, cannabis protections,
   pay transparency).
2. Verify NLRA §7 carve-out is present in any policy touching confidentiality,
   social media, off-duty conduct, or non-disparagement.
3. If EU/UK employees: verify GDPR Art. 30 ROPA entry + Art. 13/14 privacy notice.
4. Re-issue acknowledgment receipt on material updates.
5. Have HR counsel licensed in your jurisdiction review the full handbook annually.

Generated by Wayland business-hr plugin. Templates only - not employment-law advice.

Templates only - not employment-law advice. Have HR counsel review every handbook section before publication.