employee manual

7/21/2019 Employee Manual

http://slidepdf.com/reader/full/employee-manual-56d9e3c486b7a 1/34

The Contractors Club has prepared this Sample EmployeeManual

as a starting point for you toeasily customize an EMPLOYEE MANUAL for your company.

We’ve organized the topics and written the basic policies. ou caneasily customize this manual by adding information about yourcompany! such as your vacation policy! insurance policy! etc. We’veincluded suggestions and e"amples to give you additional informationand help you determine your company’s policies.

The comments in [brackets] are prompts for you to customize

the Employee Manual for your company. #s you insert yourcompany$s information! delete the brackets.

The italicized comments in %parentheses& are instructions for youwhile customizing the document. 'elete the italicizedcomments and parentheses before distributing the Manual to your employees.

[Company Name]

EMPLOYEE MANUALRevised [insert date here]

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TABLE OF CONTENTS

SECTION ! INT"O#UCTION

1.1 Changes in Policy1.2 Employment Applications1.3 Employment Relationship

SECTION $ ! #EFINITIONS OF EMPLOYEE STATUS

“Employees” e!ned

SECTION % ! EMPLOYMENT POLICIES

3.1 "on#iscrimination3.2 "on#isclos$re%Con!dentiality 3&3 "e& Employee 'rientation3.( Pro)ationary Period *or "e& Employees3.+ ',ce -o$rs3. /$nch Periods3.0 rea Periods3. Personnel 4iles3.5 Personnel ata Changes3.16 7nclement 8eather%Emergency Closings

3.11 Per*ormance Revie& and Planning 9essions3.12 '$tside Employment3.13 Corrective Action3.1( Employment :ermination3.1+ 9a*ety3.1 -ealth Related 7ss$es3.10 Employee Re;$iring <edical Attention3.1 $ilding 9ec$rity3.15 7ns$rance on Personal E=ects3.26 9$pplies> E?pendit$res> ')ligating the Company3.21 E?pense Reim)$rsement

3.22 Paring3.23 @isitors in the 8orplace3.2( 7mmigration /a& Compliance

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SECTION ' ! STAN#A"#S OF CON#UCT

(.1 Attendance%P$nct$ality(.2 A)sence 8itho$t "otice(.3 -arassment incl$ding 9e?$al -arassment

(.( :elephone Bse(.+ P$)lic 7mage(. 9$)stance A)$se(.0 :o)acco Prod$cts(. 7nternet Bse

SECTION ( ! )A*E AN# SALA"Y POLICIES

+.1 8age or 9alary 7ncreases+.2 :imeeeping

+.3 'vertime+.( Paydays

SECTION + ! BENEFITS AN# SE",ICES

.1 7ns$rance.2 Co)ra ene!ts.3 9ocial 9ec$rity%<edicare.( 9imple 7RA.+ @acation

. Record eeping.0 -olidays. D$ry $ty%<ilitary /eave.5 Ed$cational Assistance.16 :raining and Pro*essional evelopment

SECTION - ! EMPLOYEE COMMUNICATIONS0.1 9ta= <eetings0.2 $lletin oards0.3 9$ggestion o?

0.( Proced$re *or -andling Complaints

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SECTION

INT"O#UCTION

:his <an$al is designed to ac;$aint yo$ &ith [Company "ame] and

provide yo$ &ith in*ormation a)o$t &oring conditions )ene!ts andpolicies a=ecting yo$r employment.

:he in*ormation contained in this <an$al applies to all employees o* [Company "ame]. 4ollo&ing the policies descri)ed in this <an$al isconsidered a condition o* contin$ed employment. -o&ever nothing inthis <an$al alters an employees stat$s. :he contents o* this <an$alshall not constit$te nor )e constr$ed as a promise o* employment or asa contract )et&een the Company and any o* its employees. :he<an$al is a s$mmary o* o$r policies &hich are presented here only asa matter o* in*ormation.

Fo$ are responsi)le *or reading $nderstanding and complying &ith theprovisions o* this <an$al. '$r o)Gective is to provide yo$ &ith a &orenvironment that is constr$ctive to )oth personal and pro*essionalgro&th.

& C.AN*ES IN POLICY

:his <an$al s$persedes all previo$s employee man$als and memosthat may have )een iss$ed *rom time to time on s$)Gects covered inthis <an$al.

-o&ever since o$r )$siness and o$r organiHation are s$)Gect tochange &e reserve the right to interpret change s$spend cancel ordisp$te &ith or &itho$t notice all or any part o* o$r policiesproced$res and )ene!ts at any time. 8e &ill noti*y all employees o* these changes. Changes &ill )e e=ective on the dates determined )ythe Company and a*ter those dates all s$perseded policies &ill )e n$ll.

"o individ$al s$pervisor or manager has the a$thority to changepolicies at any time. 7* yo$ are $ncertain a)o$t any policy orproced$re spea &ith yo$r direct s$pervisor.

&$ EMPLOYMENT APPLICATIONS

8e rely $pon the acc$racy o* in*ormation contained in the employmentapplication and the acc$racy o* other data presented thro$gho$t thehiring process and employment. Any misrepresentations *alsi!cationsor material omissions in any o* this in*ormation or data may res$lt in

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e?cl$sion o* the individ$al *rom *$rther consideration *or employmentor i* the person has )een hired termination o* employment.

&% EMPLOYMENT "ELATIONS.IP

Fo$ enter into employment vol$ntarily and yo$ are *ree to resign atany time *or any reason or no reason. 9imilarly [Company "ame] is*ree to concl$de its relationship &ith any employee at any time *or anyreason or no reason. 4ollo&ing the pro)ationary period employees arere;$ired to *ollo& the Employment :ermination Policy I9ee 9ection3.13J.

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SECTION $

#EFINITIONS OF EMPLOYEES STATUS

/EMPLOYEES0 #EFINE#

An “employee” o* [Company "ame] is a person &ho reg$larly &ors *or[Company "ame] on a &age or salary )asis. “Employees” may incl$dee?empt non#e?empt reg$lar *$ll#time reg$lar part#time andtemporary persons and others employed &ith the Company &ho ares$)Gect to the control and direction o* [Company "ame] in theper*ormance o* their d$ties.

E1EMPT

%(ote) The *+S# is the federal labor law that covers minimumwage provisions! overtime pay! the E,ual -ay #ct! child labor

laws! and other employment laws. http)www.dol.govdolasppublicprogramshandboo/minwage.htm &

Employees &hose positions meet speci!c criteria esta)lished )ythe 4air /a)or 9tandards Act I4/9AJ and &ho are e?empt *romovertime pay re;$irements.

NON!E1EMPT

Employees &hose positions do not meet 4/9A criteria and &ho

are paid one and one#hal* their reg$lar rate o* pay *or ho$rs&ored in e?cess o* (6 ho$rs per &ee.

"E*ULA" FULL!TIME

%The Contractors Club recommends a 012day probationary periodfor new employees. our health insurance provider$s planusually speci3es the number of hours per wee/ an employeemust wor/ in order to be given full2time status. 4n most cases!56 hours per wee/ is considered full2time employment. Chec/ with your insurance provider to be sure.&

Employees &ho have completed the [56#day] pro)ationaryperiod and &ho are reg$larly sched$led to &or [3+] or moreho$rs per &ee. Kenerally they are eligi)le *or the Companys)ene!t pacage s$)Gect to the terms conditions and limitationso* each )ene!t program.

"E*ULA" PA"T!TIME

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http://www.dol.gov/dol/asp/public/programs/handbook/minwage.htm






%The Contractors Club recommends a 012day probationary period.&

Employees &ho have completed the [56#day] pro)ationary

period and &ho are reg$larly sched$led to &or less than [3+]ho$rs per &ee. [Reg$lar part#time employees are eligi)le *orsome )ene!ts sponsored )y the Company s$)Gect to the termsconditions and limitations o* each )ene!t program.]TEMPO"A"Y 2FULL!TIME or PA"T!TIME3

:hose &hose per*ormance is )eing eval$ated to determine&hether *$rther employment in a speci!c position or &ith theCompany is appropriate or individ$als &ho are hired as interimreplacements to assist in the completion o* a speci!c proGect or*or vacation relie*. Employment )eyond any initially stated

period does not in any &ay imply a change in employmentstat$s. :emporary employees retain that stat$s $ntil they arenoti!ed o* a change. :hey are not eligi)le *or any o* theCompanys )ene!t programs.

P"OBATIONA"Y PE"IO# FO" NE) EMPLOYEES

A ne& employee &hose per*ormance is )eing eval$ated todetermine &hether *$rther employment in a speci!c position or&ith [Company "ame] is appropriate. 8hen an employeecompletes the pro)ationary period the employee &ill )e noti!ed

o* his%her ne& stat$s &ith [Company "ame].

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SECTION %

EMPLOYMENT POLICIES

%& NON!#ISC"IMINATION

%*or more information about your rights and responsibilities under federal e,ual employment opportunity laws regarding the followingtypes of discrimination) racecolor! age! se"! e,ual pay andcompensation! religious! pregnancy! and the #mericans with'isabilities #ct! please see 7.S. E,ual Employment 8pportunity Commission %EE8C& website.http)www.business.govbusadvframe.cfm9urltest:http)www.eeoc.govfactsfs2nator.html;catid:<=5;urlplace:maincat.cfm&

7n order to provide e;$al employment and advancement opport$nitiesto all individ$als employment decisions at [Company "ame] &ill )e)ased on merit ;$ali!cations and a)ilities. [Company "ame] doesnot discriminate in employment opport$nities or practices )eca$se o* race color religion se? national origin age or disa)ility.

[Company "ame] &ill mae reasona)le accommodations *or ;$ali!edindivid$als &ith no&n disa)ilities $nless doing so &o$ld res$lt in an$nd$e hardship. :his policy governs all aspects o* employmentincl$ding selection Go) assignment compensation disciplinetermination and access to )ene!ts and training.

Employees &ith ;$estions or concerns a)o$t discrimination in the&orplace are enco$raged to )ring these iss$es to the attention o* their s$pervisor. Employees can raise concerns and mae reports&itho$t *ear o* reprisal. Anyone *o$nd to )e engaging in $nla&*$ldiscrimination &ill )e s$)Gect to disciplinary action incl$dingtermination o* employment.

%&$ NON!#ISCLOSU"E4CONFI#ENTIALITY

:he protection o* con!dential )$siness in*ormation and trade secrets isvital to the interests and s$ccess o* [Company "ame]. 9$chcon!dential in*ormation incl$des )$t is not limited to the *ollo&inge?amplesL

• Compensation data

• 4inancial in*ormation

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• <areting strategies

• Pending proGects and proposals

• Proprietary prod$ction processes

• Personnel%Payroll records and

• Conversations )et&een any persons associated &ith the company.

All employees are re;$ired to sign a non#disclos$re agreement as acondition o* employment.

Employees &ho improperly $se or disclose trade secrets or con!dential)$siness in*ormation &ill )e s$)Gect to disciplinary action incl$dingtermination o* employment and legal action even i* they do notact$ally )ene!t *rom the disclosed in*ormation.

%&% NE) EMPLOYEE O"IENTATION

'rientation is a *ormal &elcoming process that is designed to mae thene& employee *eel com*orta)le in*ormed a)o$t the company andprepared *or their position. "e& employee orientation is cond$cted )ya -$man Reso$rces representative and incl$des an overvie& o* thecompany history an e?planation o* the company core val$es visionand mission> and company goals and o)Gectives. 7n addition the ne&employee &ill )e given a overvie& o* )ene!ts ta? and legal iss$esand complete any necessary paper&or.

Employees are presented &ith all codes eys and proced$res neededto navigate &ithin the &orplace. :he ne& employees s$pervisor then introd$cesthe ne& hire to sta= thro$gho$t the company revie&s their Go) description and scope o*

position e?plains the companys eval$ation proced$res and helps the ne&employee get started on speci!c *$nctions.

%&' P"OBATIONA"Y PE"IO# FO" NE) EMPLOYEES

%The following are recommendations of The Contractors Club. >eviseas appropriate for your company.&

:he pro)ationary period *or reg$lar *$ll#time and reg$lar part#timeemployees lasts $p to [56 days] *rom date o* hire. $ring this timeemployees have the opport$nity to eval$ate o$r Company as a placeto &or and management has its !rst opport$nity to eval$ate theemployee. $ring this introd$ctory period )oth the employee and theCompany have the right to terminate employment &itho$t advancenotice.

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Bpon satis*actory completion o* the pro)ationary period a [56#day]revie& &ill )e given and )ene!ts &ill )egin as appropriate. Allemployees regardless o* classi!cation or length o* service aree?pected to meet and maintain Company standards *or Go)per*ormance and )ehavior I9ee 9ection ( 9tandards o* Cond$ctJ.

%&( OPE"ATIN* .OU"S

[Company "ame] o,ce is open *or )$siness *rom [MM a.m. to MM p.m.ay o* 8ee thro$gh ay o* 8ee] e?cept *or -olidays I9ee 9ection.0 -olidaysJ.

:he standard &or&ee is [(6] ho$rs o* &or Isee 9ection +.3'vertimeJ. 7n the comp$tation o* vario$s employee )ene!ts theemployee &or&ee is considered to )egin on [9$nday Istarting at12L61 a.m.J thro$gh 9at$rday Iending at 12L66 a.m.J] $nless a

s$pervisor maes prior other arrangement &ith the employee.

%&+ LUNC. PE"IO#S

%Most states have laws mandating a lunch brea/ of at least 51minutes. The Contractors Club recommends a one2hour lunch brea/.4n general! employees who have time to rest and recharge are more productive wor/ers.&

Employees are allo&ed a one#ho$r l$nch )rea. /$nch )reasgenerally are taen )et&een the ho$rs o* [11 a.m. and 2L66 p.m.] on a

staggered sched$le so that yo$r a)sence does not create a pro)lem *orco#&orers or clients.

%&- B"EA5 PE"IO#S

%(ote) Seven states have laws mandating brea/ periods. Consult your state employment agency.&

[Company "ame does not provide *or employees to )rea d$ringprod$ction activities e?cept *or the a)ove o$tlined l$nch period.]

%8r write)&

[Company "ame provides *or employees to )rea d$ring prod$ctionactivities at the *ollo&ing timesL 3ll in appropriate times here.]

7* employees have $ne?pected personal )$siness to tae care o* theym$st noti*y their direct s$pervisor to disc$ss time a&ay *rom &or and

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mae provisions as necessary. Personal )$siness sho$ld )e cond$ctedon the employees o&n time.

Employees &ho do not adhere to the )rea policy &ill )e s$)Gect todisciplinary action incl$ding termination.

%&6 PE"SONNEL FILES

Employee personnel !les incl$de the *ollo&ingL [Go) application Go)description rNs$mN records o* participation in training events salaryhistory records o* disciplinary action and doc$ments related toemployee per*ormance revie&s coaching and mentoring.]

Personnel !les are the property o* [Company "ame] and access to thein*ormation is restricted. <anagement personnel o* [Company "ame]

&ho have a legitimate reason to revie& the !le are allo&ed to do so.

Employees &ho &ish to revie& their o&n !le sho$ld contact theirs$pervisor [or -$man Reso$rces Representative]. 8ith reasona)leadvance notice the employee may revie& his%her personnel !le inCompanys o,ce and in the presence o* their s$pervisor [or -$manReso$rces Representative].

%&7 PE"SONNEL #ATA C.AN*ES

7t is the responsi)ility o* each employee to promptly noti*y their

s$pervisor or [Company "ameOs -$man Reso$rces epartment] o* anychanges in personnel data s$ch asL

• <ailing address

• :elephone n$m)ers

• "ame and n$m)er o* dependents and

• 7ndivid$als to )e contacted in the event o* an emergency.

An employees personnel data sho$ld )e acc$rate and c$rrent at alltimes.

%&8 INCLEMENT )EAT.E"4EME"*ENCY CLOSIN*S

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At times emergencies s$ch as severe &eather !res or po&er *ail$rescan disr$pt company operations. :he decision to close the o,ce &ill

)e made )y the [E?ec$tive 9ta=].

8hen the decision is made to close the o,ce employees &ill receiveo,cial noti!cation *rom their s$pervisors.

:ime o= *rom sched$led &or d$e to emergency closings &ill )e $npaid*or all non#e?empt employees. -o&ever i* employees &o$ld lie to )epaid they are permitted to $se vacation time i* it is availa)le to them.

%& EMPLOYEE PE"FO"MANCE "E,IE) AN# PLANNIN*SESSIONS

ou may revise the following section as appropriate for your company.

9$pervisors &ill cond$ct per*ormance revie&s and planning sessions&ith all reg$lar *$ll#time and reg$lar part#time employees a*ter [si?months] o* service. 9$pervisors may cond$ct in*ormal per*ormancerevie&s and planning sessions more o*ten i* they choose.

Per*ormance revie&s and planning sessions are designed *or thes$pervisor and the employee to disc$ss his%her c$rrent Go) tassenco$rage and recogniHe attri)$tes and disc$ss positive p$rpose*$lapproaches *or meeting &or#related goals. :ogether employee ands$pervisor disc$ss &ays in &hich the employee can accomplish goalsor learn ne& sills. :he planning sessions are designed *or theemployee and his%her s$pervisor to mae and agree on ne& goalssills and areas *or improvement.

[Company "ame] directly lins &age and salary increases &ithper*ormance. Fo$r per*ormance revie& and planning sessions &ill havea direct e=ect on any changes in yo$r compensation. 4or this reasonamong others it is important to prepare *or these revie&s care*$llyand participate in them *$lly.

"e& employees &ill )e revie&ed at the end o* their pro)ationaryperiods Isee 9ection 3.3 Pro)ationary Period *or "e& EmployeesJ.A*ter the initial revie& the employee &ill )e revie&ed according to thereg$lar [semi#ann$al] sched$le.

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%&$ OUTSI#E EMPLOYMENT

Employees may hold o$tside Go)s in non#related )$sinesses orpro*essions as long as the employee meets the per*ormance standardso* their Go) description &ith [Company "ame]. Bnless an alternative&or sched$le has )een approved )y [Company "ame] employees &ill)e s$)Gect to the companys sched$ling demands regardless o* anye?isting o$tside &or assignments.

[Company "ame]s o,ce space e;$ipment and materials are not to)e $sed *or o$tside employment.

%&% CO""ECTI,E ACTION

[Company "ame] holds each o* its employees to certain &or r$lesand standards o* cond$ct Isee 9ection (J. 8hen an employee deviates*rom these r$les and standards [Company "ame] e?pects theemployees s$pervisor to tae corrective action.

Corrective action at [Company "ame] is progressive. :hat is theaction taen in response to a r$le in*raction or violation o* standardstypically *ollo&s a pattern increasing in serio$sness $ntil the in*ractionor violation is corrected.

:he $s$al se;$ence o* corrective actions incl$des an oral &arning a&ritten &arning pro)ation and !nally termination o* employment. 7ndeciding &hich initial corrective action &o$ld )e appropriate as$pervisor &ill consider the serio$sness o* the in*raction thecirc$mstances s$rro$nding the matter and the employees previo$srecord.

:ho$gh committed to a progressive approach to corrective action[Company "ame] considers certain r$le in*ractions and violations o* standards as gro$nds *or immediate termination o* employment. :hese incl$de )$t are not limited toL the*t in any *orm ins$)ordinate

)ehavior vandalism or destr$ction o* company property )eing oncompany property d$ring non#)$siness ho$rs the $se o* companye;$ipment and%or company vehicles &itho$t prior a$thoriHation )y[E?ec$tive 9ta=] $ntr$th*$lness a)o$t personal &or history sills ortraining div$lging Company )$siness practices andmisrepresentations o* [Company "ame] to a c$stomer a prospectivec$stomer the general p$)lic or an employee.

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%&' EMPLOYMENT TE"MINATION

:ermination o* employment is an inevita)le part o* personnel activity&ithin any organiHation and many o* the reasons *or termination arero$tine. elo& are a *e& e?amples o* some o* the most commoncirc$mstances $nder &hich employment is terminatedL

"es9:nat9on vol$ntary employment termination initiated )y anemployee.

Term9nat9on invol$ntary employment termination initiated )y[Company "ame].

Layo; invol$ntary employment termination initiated )y[Company "ame] *or non#disciplinary reasons.

8hen a non#e?empt employee intends to terminate his%heremployment &ith [Company "ame] he%she shall give [Company"ame] at least [t&o I2J &ees] &ritten notice. E?empt employees shallgive at least [*o$r I(J &ees] &ritten notice.

9ince employment &ith [Company "ame] is )ased on m$t$al consent)oth the employee and [Company "ame] have the right to terminateemployment at &ill &ith or &itho$t ca$se d$ring the

7ntrod$ctory%Pro)ationary Period *or "e& Employees I9ee 9ection 3.37ntrod$ctory%Pro)ationary Period *or "e& EmployeesJ.

Any employee &ho terminates employment &ith [Company "ame]shall ret$rn all !les records eys and any other materials that areproperty o* [Company "ame]. "o !nal settlement o* an employeespay &ill )e made $ntil all items are ret$rned in appropriate condition. :he cost o* replacing non#ret$rned items &ill )e ded$cted *rom theemployees !nal paychec. 4$rthermore any o$tstanding !nancialo)ligations o&ed to [Company "ame] &ill also )e ded$cted *rom theemployees !nal chec.

Employees )ene!ts &ill )e a=ected )y employment termination in the*ollo&ing manner. All accr$ed vested )ene!ts that are d$e andpaya)le at termination &ill )e paid. 9ome )ene!ts may )e contin$edat the employees e?pense I9ee 9ection + ene!tsJ i* the employeeelects to do so. :he employee &ill )e noti!ed o* the )ene!ts that may)e contin$ed and o* the terms conditions and limitations.

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%&( SAFETY


[Company "ame] provides in*ormation to employees a)o$t &orplacesa*ety and health iss$es thro$gh reg$lar internal comm$nication s$chasL

[:raining sessions] [:eam meetings] [$lletin )oard postings] [<emorand$ms] ['ther &ritten comm$nications]

Each employee is e?pected to o)ey sa*ety r$les and e?ercise ca$tion

and common sense in all &or activities. Employees m$st immediatelyreport any $nsa*e conditions to their s$pervisor. Employees &hoviolate sa*ety standards ca$se haHardo$s or dangero$s sit$ations or*ail to report or &here appropriate remedy s$ch sit$ations may )es$)Gect to disciplinary action incl$ding termination o* employment.

7n the case o* an accident that res$lts in inG$ry regardless o* ho&insigni!cant the inG$ry may appear employees sho$ld noti*y theirs$pervisor I9ee 9ection 3.1 Employee Re;$iring <edical AttentionJ.

%&+ .EALT.!"ELATE# ISSUES

Employees &ho )ecome a&are o* any health#related iss$e incl$dingpregnancy sho$ld noti*y their s$pervisor [and -$man Reso$rcesRepresentative] o* health stat$s. :his policy has )een instit$tedstrictly to protect the employee.

A &ritten “permission to &or” *rom the employees doctor is re;$iredat the time or shortly a*ter notice has )een given. :he doctors notesho$ld speci*y &hether the employee is a)le to per*orm reg$lar d$tiesas o$tlined in his%her Go) description.

A leave o* a)sence may )e granted on a case#)y#case )asis. 7* theneed arises *or a leave o* a)sence employees sho$ld noti*y theirs$pervisor [and -$man Reso$rces Representative].

%&- EMPLOYEE "E<UI"IN* ME#ICAL ATTENTION

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%#lways err on the side of safety when it comes to the health andwelfare of your employees. 4f an employee is in?ured on the ?oband must be ta/en to the hospital! do not allow another employeeto transport the in?ured person. @ave the in?ured persontransported by ambulance or by a family member. This policy

assures the best care for your employee and protects your company from liability should anything happen while the employeeis being transported.&

7n the event an employee re;$ires medical attention &hether inG$redor )ecoming ill &hile at &or the employees personal physician m$st)e noti!ed immediately. 7* it is necessary *or the employee to )e seen)y the doctor or go to the hospital a *amily mem)er &ill )e called totransport the employee to the appropriate *acility. 7* an emergencyarises re;$iring Emergency <edical 9ervices to eval$ate theinG$ry%illness o* an employee on#site the employee &ill )e responsi)le

*or any transportation charges. 4$rthermore [Company "ame]semployees &ill not )e responsi)le *or transportation o* anotheremployee d$e to lia)ilities that may occ$r.

A physicians “ret$rn to &or” notice may )e re;$ired.

%&6 BUIL#IN* SECU"ITY

All employees &ho are iss$ed eys to the o,ce are responsi)le *ortheir sa*eeeping. :hese employees &ill sign a $ilding eyis)$rsement *orm $pon receiving the ey. :he last employee or a

designated employee &ho leaves the o,ce at the end o* the )$sinessday ass$mes the responsi)ility to ens$re that all doors are sec$relyloced the alarm system is armed thermostats are set on appropriateevening and%or &eeend setting and all appliances and lights aret$rned o= &ith e?ception o* the lights normally le*t on *or sec$rityp$rposes. Employees are not allo&ed on Company property a*terho$rs &itho$t prior a$thoriHation *rom the [E?ec$tive 9ta=].

%&7 INSU"ANCE ON PE"SONAL EFFECTS

All employees sho$ld )e s$re that their o&n personal ins$rance policies

cover the loss o* anything occasionally le*t at the o,ce. [Company"ame] ass$mes no ris *or any loss or damage to personal property.

%&$8 SUPPLIES= E1PEN#ITU"ES= OBLI*ATIN* T.E COMPANY

'nly a$thoriHed persons may p$rchase s$pplies in the name o* [Company "ame]. "o employee &hose reg$lar d$ties do not incl$dep$rchasing shall inc$r any e?pense on )ehal* o* [Company "ame] or

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)ind [Company "ame] )y any promise or representation &itho$t&ritten approval. %&$ E1PENSE "EIMBU"SEMENTE?penses inc$rred )y an employee m$st have prior approval )y a

s$pervisor. Reim)$rsements $nder [Q2+.66] &ill )e incl$ded in theemployees ne?t reg$lar paychec. An e?ample o* s$ch an e?pense&o$ld incl$de mileage. 7* the amo$nt is more than [Q2+.66] thereim)$rsement re;$est &ill )e processed lie an invoice. Allcompleted reim)$rsement re;$est *orms sho$ld )e t$rned in to[Acco$nts Paya)le%Payroll epartment].

%&$$ PA"5IN*

Employees m$st par their cars in areas indicated and provided )y theCompany.

%&$% ,ISITO"S IN T.E )O"5PLACE

%Section 5.== is optional depending on the nature of your business.The following are recommendations of The Contractors Club. >eviseas appropriate for your company.&

:o provide *or the sa*ety and sec$rity o* employees visitors and the*acilities at [Company "ame] only a$thoriHed visitors are allo&ed inthe &orplace. Restricting $na$thoriHed visitors helps ens$re sec$ritydecreases ins$rance lia)ility protects con!dential in*ormation

sa*eg$ards employee &el*are and avoids potential distractions anddist$r)ances.

[All visitors m$st enter thro$gh the main reception area sign#in andsign#o$t at the *ront des and receive a @isitor )adge to &ear &hile onpremises. A$thoriHed visitors &ill )e escorted to their destination andm$st )e accompanied )y an employee at all times.]

%&$' IMMI*"ATION LA) COMPLIANCE

%ou must have a completed Employment Eligibility Aeri3cation *orm 42

0 on 3le for each employee! including 7.S. citizens. The *orm 420 isavailable from the 7. S. 4mmigration and (aturalization Service Website. http)www.ins.govgraphicsformsfeeforms3lesi20.pdf &

[Company "ame] employs only Bnited 9tates citiHens and those non#B.9. citiHens a$thoriHed to &or in the Bnited 9tates in compliance &iththe 7mmigration Re*orm and Control Act o* 15.

of 34

http://www.ins.gov/graphics/formsfee/forms/files/i-9.pdf

http://www.ins.gov/graphics/formsfee/forms/files/i-9.pdf



Each ne& employee as a condition o* employment m$st complete theEmployment Eligi)ility @eri!cation 4orm 7#5 and present doc$mentationesta)lishing identity and employment eligi)ility. 4ormer employees&ho are rehired m$st also complete the *orm i* they have not

completed an 7#5 &ith [Company "ame] &ithin the past three years ori* their previo$s 7#5 is no longer retained or valid.

SECTION '

STAN#A"#S OF CON#UCT

:he &or r$les and standards o* cond$ct *or [Company "ame] areimportant and the Company regards them serio$sly. All employeesare $rged to )ecome *amiliar &ith these r$les and standards. 7naddition employees are e?pected to *ollo& the r$les and standards*aith*$lly in doing their o&n Go)s and cond$cting the Companys)$siness. Please note that any employee &ho deviates *rom theser$les and standards &ill )e s$)Gect to corrective action $p to andincl$ding termination o* employment Isee 9ection 3.12 CorrectiveActionJ.

8hile not intended to list all the *orms o* )ehavior that are considered$naccepta)le in the &orplace the *ollo&ing are e?amples o* r$lein*ractions or miscond$ct that may res$lt in disciplinary actionincl$ding termination o* employment.

• :he*t or inappropriate removal or possession o* property>

• 4alsi!cation o* timeeeping records I9ee 9ection +.2 :imeeepingJ>

• 8oring $nder the inS$ence o* alcohol or illegal dr$gs I9ee 9ection(. 9$)stance A)$seJ>

• Possession distri)$tion sale trans*er or $se o* alcohol or illegaldr$gs in the &orplace I9ee 9ection (. 9$)stance A)$seJ>

• 4ighting or threatening violence in the &orplace>

• oistero$s or disr$ptive activity in the &orplace>

• "egligence or improper cond$ct leading to damage o* company#o&ned or c$stomer#o&ned property>

• 7ns$)ordination or other disrespect*$l cond$ct>

• @iolation o* sa*ety or health r$les>

• 9moing in the &orplace>

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• 9e?$al or other $nla&*$l or $n&elcome harassment I9ee 9ection(.3 -arassment 7ncl$ding 9e?$al -arassmentJ>

• E?cessive a)senteeism or any a)sence &itho$t notice I9ee also9ection (.1 Attendance%P$nct$ality and (.2 A)sence &itho$t"oticeJ>

• Bna$thoriHed $se o* telephones or other company#o&nede;$ipment I9ee 9ection (.( :elephone BseJ>

• Bsing company e;$ipment *or p$rposes other than )$siness Ii.e.playing games on comp$ters or personal 7nternet $sageJ>

• Bna$thoriHed disclos$re o* )$siness “secrets” or con!dentialin*ormation>

• @iolation o* personnel policies> and

• Bnsatis*actory per*ormance or cond$ct.

'& ATTEN#ANCE4PUNCTUALITY

:he Company e?pects that every employee &ill )e reg$lar andp$nct$al in attendance. :his means )eing in the o,ce ready to &orat their starting time each day. A)senteeism and tardiness places a)$rden on other employees and on the Company.

7* yo$ are $na)le to report *or &or *or any reason noti*y yo$rs$pervisor )e*ore reg$lar starting time. Fo$ are responsi)le *orspeaing directly &ith yo$r s$pervisor a)o$t yo$r a)sence. 7t is notaccepta)le to leave a message on a s$pervisors voice mail e?cept ine?treme emergencies. 7n the case o* leaving a voice#mail message a

*ollo&#$p call m$st )e made later that day. :he company phonen$m)er is [IMMMJ MMM#MMMM].

9ho$ld $nd$e tardiness )ecome apparent disciplinary action may )ere;$ired.

7* there comes a time &hen yo$ see that yo$ &ill need to &or someho$rs other than those that mae $p yo$r $s$al &or &ee noti*y yo$rs$pervisor at least [seven &oring days] in advance. Each re;$est *orspecial &or ho$rs &ill )e considered separately in light o* theemployees needs and the needs o* the Company. 9$ch re;$ests may

or may not )e granted.

'&$ ABSENCE )IT.OUT NOTICE

8hen yo$ are $na)le to &or o&ing to illness or an accident pleasenoti*y yo$r s$pervisor. :his &ill allo& the Company to arrange *ortemporary coverage o* yo$r d$ties and helps other employees tocontin$e &or in yo$r a)sence. 7* yo$ do not report *or &or and the

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Company is not noti!ed o* yo$r stat$s it &ill )e ass$med a*ter t&oconsec$tive days o* a)sence that yo$ have resigned and yo$ &ill )eremoved *rom the payroll.

7* yo$ )ecome ill &hile at &or or m$st leave the o,ce *or some other

reason )e*ore the end o* the &orday )e s$re to in*orm yo$rs$pervisor o* the sit$ation [and chec o$t &ith the receptionist].

'&% .A"ASSMENT> INCLU#IN* SE1UAL .A"ASSMENT

[Company "ame] is committed to providing a &or environment that is*ree o* discrimination and $nla&*$l harassment. Actions &ords Goesor comments )ased on an individ$als se? race ethnicity agereligion or any other legally protected characteristic &ill not )etolerated.

7* yo$ )elieve yo$ have )een the victim o* harassment or no& o* another employee &ho has report it immediately. Employees canraise concerns and mae reports &itho$t *ear o* reprisal.

Any s$pervisor &ho )ecomes a&are o* possi)le harassment sho$ldpromptly advise their s$pervisor [or the -$man Reso$rcesRepresentative] &ho &ill handle the matter in a timely and con!dentialmanner.

'&' TELEP.ONE USE

[Company "ames] telephones are intended *or the $se o* serving o$rc$stomers and in cond$cting the Companys )$siness.

Personal $sage d$ring )$siness ho$rs is disco$raged e?cept *ore?treme emergencies. All personal telephone calls sho$ld )e ept )rie* to avoid congestion on the telephone line.

:o respect the rights o* all employees and avoid miscomm$nication inthe o,ce employees m$st in*orm *amily mem)ers and *riends to limitpersonal telephone calls d$ring &oring ho$rs.

7* an employee is *o$nd to )e deviating *rom this policy he%she &ill )es$)Gect to disciplinary action I9ee 9ection 3.12 Corrective ActionJ.

'&( PUBLIC IMA*E

%Section B.6 may be modi3ed to 3t your company$s image.&

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A pro*essional appearance is important anytime that yo$ come incontact &ith c$stomers or potential c$stomers. Employees sho$ld )e&ell groomed and dressed appropriately *or o$r )$siness and *or theirposition in partic$lar.

:he *ollo&ing items are considered inappropriate &oring attire *or[Company "ame]L ['pen#toed sandals] [9paghetti#strapped shirts] [:an tops or revealing shirts] [9hort mini sirts] [9heer clothing] [:#shirts &ith inappropriate or o=ensive gest$res or advertising] [/ist other items inappropriate *or yo$r company]

[8hen meeting &ith a client the dress code is more )$siness#orientedincl$ding attire s$ch asL]

[9lacs and dress shirt or )lo$se] [ress or sirt and )lo$se]

7* management occasionally designates Tcas$al daysT appropriateg$idelines &ill )e provided to yo$.

Cons$lt yo$r s$pervisor i* yo$ have any ;$estions a)o$t appropriate)$siness attire.

'&+ SUBSTANCE ABUSE

:he Company is committed to providing a sa*e and prod$ctive&orplace *or its employees. 7n eeping &ith this commitment the*ollo&ing r$les regarding alcohol and dr$gs o* a)$se have )eenesta)lished *or all sta= mem)ers regardless o* ran or positionincl$ding )oth reg$lar and temporary employees. :he r$les applyd$ring &oring ho$rs to all employees o* the Company &hile they areon Company premises or else&here on Company )$siness.

:he man$*act$re distri)$tion possession sale or p$rchase o*controlled s$)stances o* a)$se on Company property isprohi)ited.

eing $nder the inS$ence o* illegal dr$gs alcohol or s$)stanceso* a)$se on Company property is prohi)ited.

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8oring &hile $nder the inS$ence o* prescription dr$gs thatimpair per*ormance is prohi)ited.

9o that there is no ;$estion a)o$t &hat these r$les signi*y please notethe *ollo&ing de!nitionsL

Company propertyL All Company o&ned or leased property $sed)y employees.

Controlled s$)stance o* a)$seL Any s$)stance listed in 9ched$les7#@ o* 9ection 262 o* the Controlled 9$)stance Act as amended.

r$gL Any chemical s$)stance that prod$ces physical mentalemotional or )ehavioral change in the $ser.

%The following section of the Controlled Substance #ct %=< 7.S.C S<=&

at &&&.deadiversion.$sdoG.gov%21c*r%21$sc%12.htm lists more than<11 substances that are highly restricted for various reasons including potential for abuse or addiction.&

r$g paraphernaliaL E;$ipment a prod$ct or material that is$sed or intended *or $se in concealing an illegal dr$g orother&ise introd$cing into the h$man )ody an illegal dr$g orcontrolled s$)stance.

7llegal dr$gLa. Any dr$g or derivative thereo* &hose $se possession saletrans*er attempted sale or trans*er man$*act$re or storage isillegal or reg$lated $nder any *ederal state or local la& orreg$lation.). Any dr$g incl$ding )$t not limited to a prescription dr$g$sed *or any reason other than that prescri)ed )y a physician.c. 7nhalants $sed illegally.

Bnder the inS$enceL A state o* not having the normal $se o*mental or physical *ac$lties res$lting *rom the vol$ntaryintrod$ction into the )ody o* an alcoholic )everage dr$g ors$)stance o* a)$se.

Consistent &ith the r$les listed a)ove any o* the *ollo&ing actionsconstit$tes a violation o* the Companys policy on dr$gs and mays$)Gect an employee to disciplinary action $p to and incl$dingimmediate termination.

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http://www.deadiversion.usdoj.gov/21cfr/21usc/812.htm

http://www.deadiversion.usdoj.gov/21cfr/21usc/812.htm



Bsing selling p$rchasing trans*erring man$*act$ring or storingan illegal dr$g or dr$g paraphernalia or attempting to orassisting another to do so &hile in the co$rse o* employment.

8oring or reporting to &or cond$cting Company )$siness or

)eing on Company property &hile $nder the inS$ence o* anillegal dr$g or alcohol or in an impaired condition.

'&- TOBACCO P"O#UCTS

[:he $se o* to)acco prod$cts is not permitted any&here on theCompanys premises.]

%8r write)& [:he $se o* to)acco prod$cts is not permitted any&here onthe Companys premises e?cept in a$thoriHed and designatedlocations. :he designated smoing areas are located %insert speci3clocations here&. Employees m$st *ollo& all r$les posted in designated

smoing areas and adhere to all policies associated &ith this policyI9ee 9ections 3. rea Periods and 3.1( 9a*etyJ.]

'&6 INTE"NET USE

[Company "ame] employees are allo&ed $se o* the 7nternet and e#mail&hen necessary to serve o$r c$stomers and cond$ct the Companys)$siness.

Employees may $se the 7nternet &hen appropriate to accessin*ormation needed to cond$ct )$siness o* the Company. Employees

may $se e#mail &hen appropriate *or Company )$sinesscorrespondence.

Bse o* the 7nternet m$st not disr$pt operation o* the companycomp$ter net&or. Bse o* the 7nternet m$st not inter*ere &ith anemployeeOs prod$ctivity. Employees are responsi)le *or $sing the7nternet in a manner that is ethical and la&*$l.

7nternet messages are p$)lic and not private. [Company "ame] reserves the right to access and monitor all !les and messages on itssystems.

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SECTION (

)A*E AN# SALA"Y POLICIES

(& )A*E O" SALA"Y INC"EASES


[Each employees ho$rly &age or ann$al salary &ill )e revie&ed atleast once each year. :he employees revie& date &ill $s$ally )econd$cted on or a)o$t the anniversary date o* employment or the dateo* the previo$s compensation revie&. 9$ch revie&s may )e cond$ctedmore *re;$ently *or a ne&ly created position or )ased on a recentpromotion.]

[7ncreases &ill )e determined on the )asis o* per*ormance adherenceto company policies and proced$res and a)ility to meet or e?ceedd$ties per Go) description and achieve per*ormance goals I9ee 9ection3.16 Per*ormance Revie&%Planning 9essionsJ.]

Altho$gh the Companys salary ranges and ho$rly &age sched$les &ill)e adG$sted on an ongoing )asis [Company "ame] does not grant“cost o* living” increases. Per*ormance is the ey to &age increases inthe Company.

(&$ TIME5EEPIN*

%4f you use a time cloc/! include the following.&

Acc$rately recording time &ored is the responsi)ility o* every non#e?empt employee. :ime &ored is the time act$ally spent on a Go)IsJper*orming assigned d$ties. [Each client Go) is assigned a Go) n$m)eras posted in the Employee <essage Center. Employees areresponsi)le *or acc$rately doc$menting their time spent on individ$al Go)s.]

[Company "ame] does not pay *or e?tended )reas or time spent onpersonal matters.

:he time cloc is a legal instr$ment. Altering *alsi*ying tampering&ith time records or recording time on another team mem)ers timerecord &ill res$lt in disciplinary action incl$ding termination o*employment.

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A$thoriHed personnel &ill revie& time records each &ee. Any changesto an employees time record m$st )e approved )y his%her s$pervisor[or appropriate person]. U$estions regarding the timeeeping systemor time cards sho$ld )e directed to the [appropriate person].

T9me Car?s @ "on#e?empt employees &ill )e iss$ed a time cardon their !rst day o* employment. :he employee &ill )e giventhoro$gh instr$ctions on $sage and instr$ctions on &hat to dosho$ld a pro)lem occ$r.

[Employees &ill )e !nancially responsi)le *or replacing the card i* it is lost or stolen. Replacement cards are QM.MM.]

(&% O,E"TIME

[Company "ame] is open *or )$siness [MM] ho$rs per &ee. 'vertime

compensation is paid to non#e?empt employees in accordance &ith*ederal and state &age and ho$r restrictions. 'vertime is paya)le *orall ho$rs &ored over [(6] per &ee at a rate o* one and one#hal* timesthe non#e?empt employeeOs reg$lar ho$rly rate. :ime o= on personaltime holidays or any leave o* a)sence &ill not )e considered ho$rs&ored &hen calc$lating overtime. 7n addition vacation time does notconstit$te ho$rs &ored.

All overtime &or per*ormed )y an ho$rly employee m$st receive the[s$pervisors] prior a$thoriHation. 'vertime &ored &itho$t priora$thoriHation *rom the [s$pervisor] may res$lt in disciplinary action.

[:he s$pervisors] signat$re on a timesheet a$thoriHes pay *orovertime ho$rs &ored.

(&' PAY#AYS

All employees are paid [insert appropriate time period here i.e.&eely monthly etc.]. 7n the event that a reg$larly sched$led payday*alls on a &eeend or holiday employees &ill receive pay [on the ne?tday o* operation].

7* a reg$lar payday *alls d$ring an employees vacation the employees

paychec &ill )e availa)le $pon his%her ret$rn *rom vacation.

%Modify the following paragraph as appropriate for your company.&

[7* the employee is not at &or &hen paychecs are distri)$ted anddoes not receive the paychec the paychec &ill )e ept at thereception des thro$gh the rest o* the payday. 7* an employee is

of 34



$na)le to pic $p his or her chec on payday he or she &ill need tosee the company ooeeper or -$man Reso$rces Representative].

Paychecs &ill not $nder any circ$mstances )e given to any personother than the employee &itho$t &ritten a$thoriHation. Paychecs

may also )e mailed to the employees address or deposited directlyinto an employeeOs )an acco$nt $pon re;$est.

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SECTION +

BENEFITS AN# SE",ICES

[Company "ame] o=ers a )ene!ts program *or its [reg$lar *$ll#time]

and [reg$lar part#time] employees. -o&ever the e?istence o* theseprograms does not signi*y that an employee &ill necessarily )eemployed *or the re;$ired time necessary to ;$ali*y *or the )ene!tsincl$ded in and administered thro$gh these programs.

+& *"OUP INSU"ANCE

%4nsurance bene3ts are great for employees but a ma?or e"pense for small companies. The Contractors Club recommends that your employees pay for a portion of their insurance coverage! rather thanhaving your company be responsible for the entire amount.&

[Company "ame o=ers the *ollo&ing health and li*e ins$ranceprograms *or REKB/AR4B//#:7<E employees Ias determined )y the carrier o* the policiesJ.]

.EALT. INSU"ANCE

%4nclude the following as appropriate& [&hen coverage )egins] [percentage o* premi$m yo$r company pays] [percentage o* premi$m employee pays]

[ho& employee pays premi$m i.e. payroll ded$ction]

LIFE INSU"ANCE

%Driey describe your company’s life insurance policy here.&

:he employees portion o* the premi$m ded$ction *or health ins$rance)egins on the pay period prior to coverage start date.

:his <an$al does not contain the complete terms and%or conditions o* any o* the Companys c$rrent ins$rance )ene!t plans. 7t is intended

only to provide general e?planations. [7* there is ever any conSict)et&een the <an$al and any doc$ments iss$ed )y one o* theCompanys ins$rance carriers the carriers g$ideline reg$lations &ill )eregarded as a$thoritative.]

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+&$ COB"A BENEFITS

%C8D># is the legislation that provides employees and their covereddependents the right to continue their group health care coverageafter a ,ualifying event. C8D># legislation applies to employers with

=1 or more employees.http)www.dol.govdolpwbapublicpubsdislocl.htm 4f your company provides C8D># bene3ts! include the following)&

[:he 4ederal Consolidated $dget Reconciliation Act IC'RAJ givesemployees and their ;$ali!ed )ene!ciaries the opport$nity to contin$ehealth ins$rance coverage $nder the [Company "ame]s health plan&hen a “;$ali*ying event” &o$ld normally res$lt in the loss o* eligi)ility.]

9ome common ;$ali*ying events are resignation termination o*

employment or death o* an employee> a red$ction in an employeesho$rs or leave o* a)sence divorce or legal separation and a dependentchild no longer meeting eligi)ility re;$irements.

Bnder C'RA the employee or )ene!ciary pays the *$ll cost o* coverage at [Company "ame]s gro$p rates pl$s an administration *ee.[Company "ame] provides each eligi)le employee &ith a &ritten noticedescri)ing rights granted $nder C'RA &hen the employee )ecomeseligi)le *or coverage $nder [Company "ame]s health ins$rance plan. :he notice contains important in*ormation a)o$t the employeeOs rightsand o)ligations.

+&% SOCIAL SECU"ITY4ME#ICA"E

[Company "ame] &ithholds income ta? *rom all employeesO earningsand participates in 47CA I9ocial 9ec$rityJ and <edicare &ithholding andmatching programs as re;$ired )y la&.

+&' SIMPLE I"A

:he 9imple 7nvestment Retirement Acco$nt I9imple 7RAJ plan o=ers[Company "ameOs] employees a $ni;$e opport$nity *or savings

!nancial gro&th and *avora)le ta? treatment.

:he 7RA plan helps contri)$tors save in several &aysL• Kross ta?a)le income is red$ced

• [Company "ame] maes a matching contri)$tion o* the employeesOcontri)$tions

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http://www.dol.gov/dol/pwba/public/pubs/dislocl.htm

http://www.dol.gov/dol/pwba/public/pubs/dislocl.htm



• Convenience o* payroll ded$ction Iamo$nt yo$ chooseJ

:he 9imple 7RA plan is administered thro$gh an 7nvestment !rm andmanaged internally )y [Company "ame]. [Company "ame] maesmatching contri)$tions e;$al to 166V o* Elective e*errals that does

not e?ceed 3V Iand not less than 1VJ o* ann$al compensation. Eachyear [Company "ame] chooses the percentage o* matching *$nds *orthe year I)et&een 1V and 3VJ. 4or any year a Contri)$tingParticipants Elective e*errals shall not e?ceed Q666 Iinde?ed *orcost#o*#living increases according to la&J. Please see the [appropriateperson] *or the c$rrent percentage.

Eligi)ility occ$rs a*ter [2( months] o* contin$o$s employment *or[reg$lar *$ll#time] and [reg$lar part#time] employees.

+&( ,ACATION

Modify the following according to your vacation policy. *or companiesthat do not have an oFcial vacation policy! The Contractors Clubdeveloped the following formula for determining vacation time earned.The formula corresponds to the following vacation allowances for full2time hourly employees)

*or years one through two! employees earn one wee/ of

vacation per year. *or years three through 3ve! employees earn two wee/s of

vacation per year. *or years si" and over! employees receive three wee/s of

vacation per year.

[Paid vacation is availa)le to reg$lar *$ll#time and reg$lar part#timeemployees *ollo&ing their !rst#year anniversary &ith [Company "ame]and is provided )ased on the *ollo&ing calc$lationsL

$ring the !rst 2 It&oJ years o* employment vacation time &ill )eearned at the rate o* .6152 ho$rs per ho$r &ored. Earned vacationcan )e taen a*ter 1 IoneJ year contin$o$s employment.

$ring the 3rd IthirdJ thro$gh +th I!*thJ years o* employment paid

vacation time &ill )e earned at the rate o* .63( ho$rs per ho$r&ored.

$ring the th Isi?thJ and *ollo&ing years o* employment vacationtime &ill )e earned at the rate o* .6+ ho$rs per ho$r &ored.]

"':E9L

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:he vacation policy applies to all reg$lar *$ll#time [and part#time]employees.Paid vacation time o* reg$lar [part#time] employees &ill )e earned on a*ractional )asis. 4ractional vacation &ees &ill correspond to the

average n$m)er o* ho$rs &ored d$ring the preceding year.

Eample! Employee "A# $orks %& hours per $eek for &%continuous $eeks

2+ ? +2 W 1366 ho$rsEarned vacation e;$als 1366 ho$rs &ored ? .6152 W 2+

ho$rs

Earned vacation leave cannot )e taen )e*ore it is accr$ed andapproved.

@acation may )e taen in hal*#day increments o* time.

Bpon termination $n$sed earned vacation &ill )e paid in a l$mp s$min the employees !nal paychec.

A ma?im$m o* one &ee paid vacation may )e carried over *rom onecalendar year to the ne?t. -o&ever no more than one &ee o* vacation may )e taen at one time e?cept $nder e?traordinarycirc$mstances. Re;$ests *or more than one &ee o* vacation sho$ld)e in &riting at least ninety [56] days prior to the )eginning o* the

re;$ested vacation period.

%The following paragraph is optional depending on the nature of your business.&

[Company "ame] enco$rages all employees to mae the most o* theirvacation time. Reg$lar )reas *rom daily &or mae everyone moreprod$ctive. -o&ever )eca$se circ$mstances do not al&ays permiteveryone to tae vacation time &hen it is re;$ested [Company "ame]&ill o=er employees the option o* taing the dollar e;$ivalent o* theirearned vacation ho$rs at their reg$lar ho$rly rate. Arrangements to

tae earned vacation pay sho$ld )e made at least I1J one payrollperiod in advance.]

+&+ "ECO"# 5EEPIN*

:he [-$man Reso$rces epartment] maintains vacation days accr$edand $sed. Each employee is responsi)le *or veri*ying his%her pay st$)to mae s$re the correct amo$nt o* ho$rs appear.

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+&- .OLI#AYS

%Some large companies provide the following paid holidays. Modify the list according to your company’s needs. 4f your company is smalland ?ust starting out! you may not be able to aGord to provide paidcompany holidays.

[Company "ame] o)serves the *ollo&ing [non#]paid holidays per year*or all [non#e?empt] employeesL

["e& Fears ay][<emorial ay]

[7ndependence ay][/a)or ay][:hansgiving ay][ay a*ter :hansgiving ay][Christmas ay]

+&6 U"Y #UTY4MILITA"Y LEA,E

Employees &ill )e granted time o= to serve on a G$ry or military leave&itho$t pay. -o&ever all reg$lar employees either *$ll#time or part#time &ill )e ept on the active payroll $ntil their civic d$ties have )een

completed. A copy o* the G$ry d$ty s$mmons and all other associatedpaper&or are re;$ired *or the personnel !le.

+&7 E#UCATIONAL ASSISTANCE

[Company "ame] recogniHes that the sills and no&ledge o* itsemployees are critical to the s$ccess o* the Company. [Company"ame] o=ers [ed$cational assistance programs the KE Program andt$ition reim)$rsement]. [Company "ame] o=ers ed$cationalassistance programs to enco$rage personal development improve Go)#related sills and enhance an employees a)ility to compete *or

reasona)ly attaina)le Go)s in the Company]

+&8 T"AININ* AN# P"OFESSIONAL #E,ELOPMENT

[Company "ame] recogniHes the val$e o* pro*essional developmentand personal gro&th *or employees. :here*ore [Company "ame]enco$rages its employees &ho are interested in contin$ing ed$cation

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and Go) speci!c training to research these *$rther and get approval)e*ore signing $p *or the seminars or co$rses.]

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SECTION -

EMPLOYEE COMMUNICATIONS

%#ll items in Section H are optional but recommended by TheContractors Club.&

[-& STAFF MEETIN*S]

U$arterly sta= meetings &ill )e held [insert appropriate sched$lehere]. :hese in*ormative meetings allo& employees to )e in*ormed onrecent company activities changes in the &orplace and employeerecognition.

[-&$ BULLETIN BOA"#S]

$lletin )oards placed in [designated areas] provide employees accessto important posted in*ormation and anno$ncements. :he employee isresponsi)le *or reading necessary in*ormation posted on the )$lletin)oards.

[-&% SU**ESTION BO1]

[Company "ame] enco$rages employees &ho have s$ggestions thatthey do not &ant to o=er orally or in person to &rite them do&n and

leave them [in the s$ggestion )o? located in the prod$ction center]. 7*this is done anonymo$sly every care &ill )e taen to preserve theemployees privacy. [A mem)er o* the E?ec$tive 9ta=] checs the )o?on a reg$lar )asis.

[-&' P"OCE#U"E FO" .AN#LIN* COMPLAINTS]

Bnder normal &oring conditions employees &ho have a Go)#relatedpro)lem ;$estion or complaint sho$ld !rst disc$ss it &ith theirimmediate s$pervisor. At this level employees $s$ally reach thesimplest ;$icest and most satis*actory sol$tion. 7* the employee and

s$pervisor do not solve the pro)lem [Company "ame] enco$ragesemployees to contact the [-$man Reso$rces Representative.]

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7 have read and agree to a)ide )y this Employee <an$al.

Employee 9ignat$re ate

8itnessed )yL

$siness Representative ate

employee manual

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