Should Employee Handbooks Be Considered Contract?

In regards to question of should employee handbooks be considered contracts I would say no. My reasoning behind why employee handbooks should not be considered as contracts is due to I essentially see employee handbooks designed to provide employees with valuable and insightful information about the policies, benefits, guidelines, and practices you have as an employee. Moreover, the policies and procedures within the employee handbook primarily summarizes the information of employment and are not conditions of employment. Furthermore, employee handbooks contain information such as pay, dress code, human resources issues, worker’s compensation, performance evaluations, retirement, drug and alcohol policies, workplace safety, and situations in regards to leave. So all in all, primarily employee handbooks are utilized to state your legal obligations as an employer and their rights as employees. In addition, the handbook has very critical information pertaining to your company’s policies and procedures and full details that employees need to know about their workplace.

Naturally, employee handbooks should generally set forth expectations amongst the employer and the

Many states employ employment-at-will and therefore the employer and the employee have the right to end the employee’s employment at any time, with or without advance notice and with or without cause. However, it is sensible and preferable to add a disclaimer in an employee handbook stating that the employee’s employment is considered “at will,” and that the employee does not have a contract of employment. Therefore, by implementing this way should the employee be terminated, it will be immensely difficult for that employee to claim that he/she had a contract of employment and was unjustly