A well-drafted employee handbook supports your supervisors by clearly setting expectations. It answers frequently asked questions about policies and benefits. And, equally important, it can help you demonstrate compliance with federal, state, and local laws in the event of an employee claim against you.

The following are 13 "must-have" policies to cover:

1. At-will employment
The at-will statement reiterates that either you or the employee can terminate the employment relationship at any time and for any reason, as long as the reason is a lawful one. Generally included in the at-will policy is a statement that your company can change the terms and conditions of the employment relationship at any time. It should also explain who at the company has the authority to change the terms of the employment relationship – and how they do so.

2. Anti-harassment and nondiscrimination
In addition to expressly prohibiting harassment and discrimination, these policies should clearly state that all complaints will be taken seriously and that retaliation is prohibited. Employees should be provided with multiple avenues for reporting violations, as well as the consequences for violating these policies.

3. Immigration law compliance
Informs employees that you are committed to only hiring individuals who are authorized to work in the United States and that your company complies with employment eligibility verification rules.

4. Employment classifications
Because these can dictate eligibility for benefits and overtime pay, it is a best practice to clearly define such classifications as full-time, part-time, exempt, and nonexempt.

5. Leave of absence and time-off benefits
Explain your policy regarding holidays, vacation, sick, and other types of company leave. Also explain how employees should submit requests for time off, whether unused time off is carried over from year to year, and whether unused vacation will be paid out at the time of termination.

6. Meal and break periods
Inform employees of the frequency and duration of such breaks, as well as any rules or restrictions related to break periods.

7. Timekeeping
Inform employees of the method in which they are to record time worked, as well as their responsibility to accurately record all hours worked.

8. Pay days
Discuss the frequency of pay days, available methods for receiving pay, and any special procedures for when payday falls on a holiday, or when an employee is absent. You may also want to address how pay will be handled upon termination.

9. Safety and health
Describe your safety and emergency procedures and explain that employees must report work-related injuries immediately.

10. Use of company equipment
Consider stating your policy on the use of company email, computers, phones, and other equipment. Inform employees that such equipment is company property and they should have no expectation of privacy when using company equipment or technology.

11. Attendance and punctuality
State that employees must be ready to work at their scheduled start time each day. Include procedures for informing the company of an unscheduled absence or late arrival.

12. Emergency closings
Inform employees of your procedures for closing due to inclement weather or other emergencies, as well as how they will be notified. You may also want to address pay issues related to company closures.

13. Employee conduct
It is a best practice to have policies regarding standards of conduct, drug and alcohol abuse, disciplinary action, confidentiality, conflicts of interest, and workplace violence.

To make sure your workplace policies are in accordance with federal, state and local laws, have legal counsel review them before distribution.