Having an employee handbook is one of the best ways to convey your policy priorities to your employees and to minimize liability for employee conduct that you do not condone. Drafting a handbook can also be a daunting task. Avoid the urge to use a document template for your handbook. Employee handbooks should be tailored to your business' particular needs and goals. Handbook templates often ignore the unique needs of your business and the provisions that are relevant will be diluted by extraneous information.
As with everything that can affect legal rights, Employers should exercise caution and restraint when creating handbooks or other policy statements. Employers should issue only general statements of policy in employee handbooks and should always include an explicit statement reserving the right to alter, amend, or change any handbook policy at any time, for any reason, and without required notice. These precautions will help avoid potential issues with implied contract claims. Generally, though, Minnesota is an “employment-at-will” state (as is generally the case in the United States) and implied employment contracts are not the norm.