"Surgery. Operations are now banned. As long as you are an employee here, you need all your organs. You should not consider removing anything. We hired you intact. To have something removed is a breach of employment."
Like most decisions in running a business design, there's no "one size fits all" or "quick fix" when it comes to writing employee handbooks. While employee handbooks are not a requirement for all business, they can be an important preventative measure against legal violations and ensuing suits. What goes into an employee handbook largely depends on the type and size of business in question, but there's some common language, based on state and federal law, that should be in every one. Boiled down to their most basic components, employment handbooks should perform four functions: describe the expectations of employers, list the responsibilities of the employers, ensure legal compliance with applicable regulations, and provide employees with information detailing their rights. When the entire business "team" knows what's expected of them and what's to be provided by the company, uncertainty - and the threat of problems - goes down.