Generic templates put your business at risk

Our world-class legal technology makes creating and maintaining a compliant employee handbook simple and free of guesswork.

How it works

Guided question and answer

Our system asks you the same questions a lawyer would ask when building an employee handbook. We’ll use your answers to give you tailored information about what policies you need, and generate a customized document.

How it works

Always up to date

We monitor changes in the law and notify you via email and within our platform. We’ll tell you what’s changed, and we make it easy to regenerate the affected policy.

What's included

Handbook builder

This tool generates a customized employee handbook by selecting from over 50 policies that can be tailored to the laws of all 50 states and D.C.

State addenda

This tool can be used to quickly generate the required, state-specific policies for any state or D.C. to add as addenda to the company’s current handbook. While this tool is not sufficient to constitute a company’s entire handbook, it is a quick and easy way to supplement your handbook when you have personnel changes.

State assessment

This assessment helps your company evaluate which federal and state policies are required or optional based on the state(s) you select.

Real-time updates

Our team of expert lawyers are constantly monitoring state and federal laws to make sure our policies are always up to date. We will notify you when your handbook goes out of date and you need to make an update to stay compliant.

Real time issues

We thoroughly cover hot topics, such as COVID-19, hybrid workplaces, and Diversity, Equity, and Inclusion.

Customizable employment policies

Every employment policy under the sun, catered to all 50 states, and customizable to your business.
It's the best set of employment documents for 2022, hands down.

Introductory policies

Arbitration Policy

This policy indicates that any dispute related to an employee’s employment will be settled by arbitration.

At-Will Employment Policy

This policy specifies that a company may terminate an employee’s employment at any time for any reason.

Employee Classification Policy

This policy summarizes the different categories of employees including exempt versus nonexempt, full-time, part-time, short-term or temporary employees and on-call employees.

Equal Employment Opportunity and Anti-Discrimination Policy

This policy indicates that your company does not discriminate or tolerate harassment.

Work schedule and accommodation policies

Americans with Disabilities Act

This policy covers the federal ADA, including a prohibition on discrimination, information on reasonable accommodations, and how reasonable accommodations should be requested.

Lactation Accommodation Policy

This policy states that employees may request lactation and/or breastfeeding accommodations and your company will provide reasonable accommodations as required by applicable law.

Meal and Rest Break Policy

This policy sets forth the meal and rest breaks that your company provides to non-exempt employees.

Work Schedules Policy

This policy sets forth your company’s regular work days and work hours.

Timekeeping and payment policies

Business Expense Reimbursement Policy

This policy sets forth your company’s policies and procedures for the reimbursement of business-related expenses.

Direct Deposit Policy

This policy allows employees to receive their wages through direct deposit.

Overtime Policy

This policy indicates that only non-exempt employees qualify for overtime pay in accordance with applicable law. Before working overtime, non-exempt employees must obtain written permission from their supervisor(s).

Payment of Wages Policy

This policy describes how often employees are paid.

Payroll Deduction Policy

This policy provides that your company must withhold taxes and indicates whom employees should contact to change their withholding exemptions.

Performance Review Policy

This policy lays out the procedure and frequency of performance reviews and includes information about ongoing communication with employees, potential training opportunities, and supervisor responsibilities.

Salary Pay Policy

This policy explains that exempt employee’s salaries are intended to pay for all hours worked during each pay period and your company will comply with the salary requirements of applicable laws.

Timekeeping Policy

This policy indicates that non-exempt employees must keep accurate time records of the time worked and submit them to your company at the end of each week.

Hybrid workplace policies

Desk Hoteling Policy

This policy creates a system in which employees do not have permanent offices or desks, but instead reserve temporary, shared workspaces when needed.

Telecommuting Policy

This policy permits employees to work from home or a satellite location for all or part of their workweek upon receipt of permission from Human Resources. The policy sets forth the requirements and protocol.

Temporary Relocation Policy

This policy requires employees to notify your company if they plan to work from a location other than their primary address for more than a certain number of days or weeks.

Video Conferencing Policy

This policy addresses video conferencing guidelines, including appropriate platforms to use, confidentiality concerns, use of background filters, recording protocols, and other etiquette.

Employee conduct policies

Cell Phone Policy

This policy sets out the rules and expectations for personal cell phone use while at work. It also covers the use of company-provided cell phones and the use of cell phones to record while at work.

Code of Conduct Policy

This policy establishes work conduct principles such as respect, safety, professionalism, business property, discipline, and time off. This policy works independently and together with the Handbook by referencing conduct policies.

Drug and Alcohol Abuse Policy

This policy explains that your company strictly prohibits being impaired by alcohol, illegal or controlled substances, or prescription drugs while performing work for your company.

Electronic Devices While Driving Policy

This policy explains that employees are required to comply with applicable laws regarding the use of electronic devices while driving, and under no circumstances are employees required to answer their phones for business while driving.

Employee Dating Policy

This policy establishes guidelines for employees to follow if they are romantically involved with a colleague. This includes a section on flirting, appropriate behavior and reporting relationships.

Gifts Policy

This policy prohibits employees from seeking or accepting any gifts or anything of the sort for themselves or their family members from anyone doing business with your company, except for gifts or gratuity valued at less than $25.

Health and Safety Policy

This policy describes health and safety protocols that employees must follow, some of which are a result of the COVID-19 pandemic.

Marijuana Policy

This policy explains the company’s rules and expectations regarding employees’ use and possession of marijuana in the workplace.

Outside Employment Policy

This policy explains that employees are expected to devote their energies to their job with your company and describes the requirements for taking second jobs and the conflicts of interest that may arise.

Punctuality and Attendance Policy

This policy states that employees are expected to report to work on time and remain at work for their entire workday and explains the procedures for when this is not possible.

Workplace Violence Policy

This policy indicates that your company has no tolerance for acts and threats of violence among employees or occurring on company premises.

Smoking Policy

This policy outlines whether and where smoking is permitted on your Company property. You will be provided with information about what your state’s laws permit and prohibit regarding smoking in the workplace. If your state permits smoking in the workplace, you will be asked to specify your preferences regarding where smoking is permitted.

Vaccine Policy

This policy covers how your organization plans to address the COVID-19 vaccine. Using this tool, organizations can create a customized COVID-19 Vaccine Policy that either requires or encourages employees to receive the COVID-19 vaccine.

Employment policies

Conflict of Interest

This policy helps employees identify potential conflicts between their personal interests and the interests of the Company as well as giving guidance on how employees should act when there is a potential conflict of interest.

Dress Code Policy

This policy specifies appropriate dress and grooming for company employees.

Employee References Policy

This policy indicates that all requests for references must be directed to Human Resources and explains type of information will be revealed in accordance with applicable laws.

Employment of Relatives Policy

This policy stipulates that relatives of employees may be eligible for employment at your company if the individuals involved do not work in a direct managerial relationship or in positions where a conflict of interest could arise.

Job Duties Policy

This policy explains to employees how they receive work responsibilities, how those responsibilities may change, and what to do if they are unable to fulfill their duties.

Personnel Files Policy

This policy articulates what information will be kept in employees’ personnel files, the need to keep the files current, and how to update the files.

Progressive Discipline Policy

This policy provides a structured process to correct undesirable employee performance and conduct issues. It includes steps from verbal or written warnings to suspension and termination as well as explanations each step.

Operational policies

Company Property Policy

This policy requires employees to maintain company property in good working order and in accordance with company rules.

Confidentiality and Trade Secrets Policy

This policy states that employees are responsible for safeguarding your company’s confidential information during and after employment. It also explains that employees should not transmit confidential information to themselves.

Off-Duty Use of Facilities Policy

This policy provides that employees may not be on or use company premises or facilities while not on duty.

Pets in the Workplace Policy

This policy addresses whether the company prohibits pets (other than service animals) in the workplace, only permits pre-approved well-trained dogs in the workplace, or permits any pre-approved well-trained pets in the workplace.

Public Relations Policy

This policy identifies a company media representative and details procedures if employees speak to the media or make statements on behalf of the company.

Social Media Policy

This policy explains the rules for employees’ use of social media, including when use at work is appropriate and any disclaimers that should be included on the account if necessary.

Solicitation of Literature Policy

This policy states that employees may not solicit, promote, or distribute written materials for any cause or organization in work areas during working time.

Technology Systems Policy

This policy states that everything created on your company’s technology systems is the property of your company and that all communications on company systems will be monitored. It also explains appropriate conduct on the systems.

Visitor Policy

This policy sets the rules for employees bringing visitors to the worksite. This can include checking in at a front desk, wearing a badge, or supervising visitors at all times.

Weapons in the Workplace Policy

This policy accounts for state law requirements communicates to employees whether and under what circumstances weapons are allowed in the workplace.

Benefits policies

Affinity Group Policy

This policy outlines the process for establishing Affinity groups and describes the possible resources and protections provided to such groups. Affinity groups are voluntary, employee-driven groups that are organized around a particular shared interest, characteristic, or experience.

California Supplemental Paid Sick Leave (SPSL) Policy

This policy addresses supplemental COVID-19 paid sick leave created by California and its cities and counties.

Employee Benefits Policy

This policy allows your company to indicate which insurance benefits it offers to eligible employees.

Holiday Policy

This provision allows your company to indicate which paid holidays your company observes.

Paid Time Off and Vacation Policy

This policy sets when and how much paid time off employees receive. There are options for fixed time off, accruing time off, or an unlimited time off policy.

Sick Leave Policy

This policy sets when and how much sick leave employees receive. There are options for fixed sick leave or accruing sick leave.

Workers’ Compensation Policy

This policy explains that your company provides insurance coverage for employees in case of work-related injuries and sets forth the requirements for employees to receive such benefits.

Health and safety leave policies

Bereavement Leave Policy

This policy allows employees to take unpaid leave upon the death of certain family members. Employees may use accrued and unused PTO/vacation leave for time off under this policy.

Crime Victim Leave Policy

This policy allows employees who are the victims of crimes or family members of the victims of crimes to take unpaid leave to participate in legal procedure and criminal investigation.

Domestic Violence Victim Leave Policy

This policy allows employees who are the victims of domestic violence or sexual assault to take unpaid leave to seek legal assistance, medical treatment, services from a domestic violence shelter or program or counseling.

FMLA Policy

The federal Family Medical Leave Act of 1993 (“FMLA”) policy applies to employers that have 50 or more employees during each of any 20 or more calendar weeks in the current calendar year or in the preceding calendar year.

Organ, Bone Marrow, and Blood Donor Policy

This policy allows employees to take certain amounts of paid leave to serve as an organ or blood marrow donor. Employees may also take up to one hour of paid leave to donate blood.

Parental Leave Policy

This policy allows employees to take unpaid leave for reasons related to pregnancy, childbirth, adoption and foster placement.

Civil service leave policies

Emergency Services and Civil Service Leave Policy

This policy allows employees to take unpaid leave to perform volunteer emergency or public service duties.

Jury Duty Leave Policy

This policy allows employees to take leave when serving on a jury or attending jury selection in accordance with applicable law.

Military Leave Policy

This policy allows employees to take unpaid, job-protected leave, for family, medical, or other reasons while they or covered family members are called toor on applicable active military duty.

School Leave Policy

This policy allows employees who are parents with children in grades K-12 to take unpaid leave to participate in school activities, address an emergency, or enroll a child in school or with a childcare provider.

Voting and Election Official Leave Policy

This policy allows employees to take paid time off to vote if they do not have sufficient time outside of working hours to vote.

Witness Duty Leave Policy

This policy allows employees to take unpaid leave to appear in court or any other governmental body’s investigative proceedings. Employees may use accrued and unused PTO/vacation leave for time off under this policy.

Not sure which policies you need? Check out every required policy by state

Loved by companies of all sizes

“SixFifty allows me to focus on more of the strategic areas of my job…we work with a lot of startups to create their foundation of HR processes, policies, et cetera…using a tool like SixFifty has allowed us to do that a lot faster.”

Sarah Wilkins
COO, Reverb

“The value of what we’re getting with SixFifty is so great. It’s the legal tool we use for all of our contracts, onboarding, offboarding—anything that has to do with employment at Hatch. And it keeps us compliant and up-to-date.”

Melanie Wagner
Head of People Operations, Hatch

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