Employee handbook: Questions, expand your answers and be specific with each question.

1. At-Will Employment Describe your at-will employment policy here and add examples if you feel they would help your employees understand. If you do not think your business requires at-will employees, state what type of employee type(s) you will use.

2. Workplace commitment:

Equal Opportunity Employment This company is an equal opportunity employer and does not unlawfully discriminate against employees or applicants for employment on the basis of an individual's race, color, religion, creed, sex, national origin, age, disability, marital status, veteran status or any other status protected by applicable law. This policy applies to all terms, conditions and privileges of employment, including recruitment, hiring, placement, compensation, promotion, discipline and termination. Whenever possible, the company makes reasonable accommodations for qualified individuals with disabilities to the extent required by law. Employees who would like to request a reasonable accommodation should contact Bob Jones, Human Resources Director. Include any special details about special protected classes here.

3. Immigration Compliance The company is committed to complying with federal laws and regulations concerning verification of employment eligibility and record-keeping for employees hired to work in the United States. As a condition of employment, every individual must provide satisfactory evidence of his or her identity and legal authority to work in the United States on his or her first day of employment with the company. Anyone with questions regarding any aspect of employment and/or identity verification should contact the manager. Additional Workplace Commitment(s) If you have additional workplace commitments, add them to this section.

4. Dress Code An employee's personal appearance and hygiene is a reflection on the company's character. Employees are expected to dress appropriately for their individual work responsibilities and position. Your workplace may also have additional dress code requirements, like safety requirements (hard hats, gloves, etc.) or other requirements. Include them here if so.

5. Breaks When working conditions permit, and pending a supervisor's approval, employees are entitled to the following break schedule: explain break schedule here. Meal periods are for 60 minutes, and must be approved by a supervisor.

6. Work Performance Expectations The company expects every employee to act in a professional manner. Satisfactory performance of job duties and responsibilities is key to this expectation. Employees should attempt to achieve their job objectives, and act with diligence and consideration at all times. Poor job performance can result in disciplinary action, up to and including termination. Include additional expectations not included above here.

7. Procedures Disciplinary action is any one of a number of options used to correct unacceptable behavior or actions. Discipline may take the form of oral warnings, written warnings, probation, suspension, demotion, discharge, removal or some other disciplinary action, in no particular order. The course of action will be determined by the company at its sole discretion as it deems appropriate. If your company uses a progressive discipline system, placing that policy in a handbook can be binding. You are guaranteeing to your employees that the company follows a set method for discipline each and every time. Companies could become liable for not adhering to their own policies in every situation. In addition, progressive discipline polices can sometimes defeat the purposes of an at-will employment relationship. When drafting your discipline section, do not "over explain" the policy or include steps that you might not take every time. If you do plan to include a progressive discipline policy in your handbook, have an employment attorney review your submission.

Considering the above, add a progressive discipline policy here if you want one.

8. Workplace Security Employees must be alert and aware of any potential dangers to themselves or their coworkers. Take every precaution to ensure that your surroundings are safe and secure. Guard personal belongings and company property. Visitors should be escorted at all times. Report any suspicious activity to a supervisor immediately. Add additional security measures your type of business may need, if any.