On the other hand, a company may want to have one manual showing differences in benefits so that lower level employees will strive for advancement to receive additional benefits. Since the handbook must comply with several different applicable laws, it is important that those drafting the handbook consider to which of the company's locations the handbook will apply. Companies will find that the laws which differ from facility to facility include equal employment opportunity laws, personnel file access laws, work hours, overtime pay, vacations, etc. If the company has only one location, the task of writing the manual is less difficult. The more states and cities in which the company has facilities, the more complicated it becomes.
Special problems arise for employers who have both unionized and nonunionized employees.
If an employer has unionized employees, it may consider drafting separate handbooks for its unionized and nonunionized employees so as to avoid conflicts with collective bargaining agreements. The next step for the drafters of the employee handbook is to determine which subjects will be addressed. These subjects will vary from organization to organization and from industry to industry. A disclaimer should be included in every employee handbook to insure that the handbook is not construed as a binding contract or promise of employment. Therefore, both the employee and the employer retain the right to terminate the employment relationship at any time for any reason, with or without cause.