I believe your post is incomplete, seeing the abrupt ending which is also incomplete statement.
Would however like to suggest, in addition to what you mentioned, foll should also be included:
1) Office timing
2) Separation policy - notice period from both ends in probation as well as post confirmation. notice buy out option if any.
3) If you have a detailed HR manual that gives guidelines to other policies in detail, please mention about the same here.
4) Mention that is any misconduct is recorded, an enquiry will be initiated and if found guilty, suitable actions can be taken inclusive of termination of employment.
Please note that your appointment letter will act as a legally binding paper and hence it is very important to know what to put in it.
Advise you to not use words that make it evident that the employment is binding on the employee as our country follows employment at free will policy.
If you have the process of signing employment bonds with the applicants, please bring to the management's notice that such bonds can be validated only if training is given and you have proper record and reciept of same.
Also note that on-job training is considered as opportunity cost and not training cost.
Further will like to bring to your attention that many companies are asking the new joinees for original documents which is not the right practise so would like you and your management to refrain yourself from such unethical practise.
Hope this helped.
22nd June 2013 From India, Mumbai