[COMPANY NAME]
Employee Handbook Last Updated: [Date]
Employee Handbook, Page 1
Equal Employment Opportunity Policy ........................................................................................................ 3 Policy Prohibiting Harassment ...................................................................................................................... 3 Sexual Harassment Policy .............................................................................................................................. 3 Policy on Other Forms of Harassment .......................................................................................................... 5 Substance Abuse Policy ................................................................................................................................. 5 Employee Relations Philosophy .................................................................................................................... 6 Dispute Resolution.......................................................................................................................................... 6 Hours of Work ................................................................................................................................................ 7 Work Schedules .............................................................................................................................................. 7 Overtime Pay................................................................................................................................................... 7 Non-Exempt Employees (Full-Time/Part-Time) .......................................................................................... 8 Exempt Employees ......................................................................................................................................... 8 Additional Compensation – Exempt Employees .......................................................................................... 8 Lunch Periods ................................................................................................................................................. 8 Holidays........................................................................................................................................................... 9 Floating Holiday ............................................................................................................................................. 9 Personal Days.................................................................................................................................................. 9 Vacation......................................................................................................................................................... 10 Part-Time Employees ................................................................................................................................... 11 Earning Vacation .......................................................................................................................................... 11 Postponed Vacation ...................................................................................................................................... 11 Commissioned Employees ........................................................................................................................... 12 Rehired Employees ....................................................................................................................................... 12 Vacation – Changes in Status....................................................................................................................... 12 Holidays......................................................................................................................................................... 12 Vacation – Family & Medical Leave .......................................................................................................... 12 Vacation – Short-Term Disability ............................................................................................................... 12 Vacation – Long-Term Disability ................................................................................................................ 12 Vacation – Unpaid Personal Leave (Except Family and Medical Leave) ................................................ 13 Restrictions .................................................................................................................................................... 13 Sick Days....................................................................................................................................................... 13 Limitations .................................................................................................................................................... 13 Disability ....................................................................................................................................................... 14 Work-Related Disability .............................................................................................................................. 15 Federal Family and Medical Leave ............................................................................................................. 15 Leave is Unpaid ............................................................................................................................................ 16 Notice of Leave ............................................................................................................................................. 16 Medical Certification .................................................................................................................................... 16 Consecutive, Intermittent and Reduced Leave Schedules ......................................................................... 17 Medical and Other Benefits ......................................................................................................................... 17 No Work While On Leave ........................................................................................................................... 17 Reporting While On Leave .......................................................................................................................... 18 Military Leave ............................................................................................................................................... 19 Transfer Procedures ...................................................................................................................................... 20 Health and Safety .......................................................................................................................................... 20 Workers’ Compensation ............................................................................................................................... 20 Smoking Policy ............................................................................................................................................. 21 Business Conduct.......................................................................................................................................... 21
Employee Handbook, Page 1
Outside Employment .................................................................................................................................... 22 Employment/Conflicts of Interest................................................................................................................ 22 Outside Speaking and Writing Activities .................................................................................................... 23 Speaking to the Press .................................................................................................................................... 23 Professional Conduct .................................................................................................................................... 23 Solicitation and Distribution ........................................................................................................................ 24 Dress and Personal Appearance ................................................................................................................... 24 About Your Paycheck................................................................................................................................... 24 Travel and Business Expenses ..................................................................................................................... 25 Your Records ................................................................................................................................................ 26 If You Leave ................................................................................................................................................. 26
Employee Handbook, Page 2
Equal Employment Opportunity Policy [COMPANY NAME] (also referred to herein as the “Company” or “Firm”) is an Equal Employment Opportunity employer. We are completely devoted to providing equal opportunity in all areas of employment including hiring, promoting, counseling, training, transferring, benefits, compensating, demoting, and terminating. We believe that the key to overall success in the firm is finding and employing people whose individual talents will help advance our business. In order to perform at the best level, it is important that: All employment policies and procedures are conducted in a non-discriminatory manner, and No applicant of reemployment or employee is discriminated against due to race, color, creed, religion, sex, national origin, citizenship, age, disability, medical condition (cancer-related or otherwise), marital status, sexual orientation, affectional preference, ancestry, veteran status, socioeconomic status, or any other protected category. It is the responsibility of all managers to create a non-discriminatory work environment. It is also their responsibility to take immediate corrective action in the even that an act of discrimination occurs. It is the responsibility of all employees to conduct themselves in a non-discriminatory manner while engaging in Firm business. If you have any reason to believe you are working in a discriminatory environment, please discuss your concerns with your. Furthermore, it is the responsibility of the [Director of Human Resources] to ensure the administration of the Firm’s Equal Employment Opportunity Policy. It is the responsibility of each manager to oversee that this policy is followed consistently in an impartial manner. It is the responsibility of every employee to fulfill the Firm’s Equal Employment Opportunity policy. Achievement of this objective will only occur in the event that each employee fully cooperates with this policy.
Policy Prohibiting Harassment Harassment comes in many forms, both sexual and non-sexual. The firm is dedicated to creating a healthy work environment and is determined to prevent all harassment. The firm will take corrective action if our non-discrimination policy is breached. [COMPANY NAME] is strongly dedicated to creating and preserving a collegial work environment in which all individuals are equally treated with respect and dignity. Each individual deserves to work in a professional atmosphere, free of harassment and intimidation. Therefore, the Firm expects that all employees maintain professional relationships among one another so that the office may maintain a business environment, free of bias, prejudice, and harassment.
Sexual Harassment Policy
Employee Handbook, Page 3
Sexual Harassment is discrimination, and it is illegal under federal, state and local laws. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and any other physical or verbal conduct of a sexual nature where: Submission to such conduct is either an explicit or implicit condition or term of employment; Submission to and/or rejection of such conduct impacts upon or is used as a basis for employment decisions affecting the individual in question; Such conduct unreasonably interferes with an individual’s work performance; or Such conduct has the effect of creating an intimidating, hostile or offensive work environment. Examples of sexual harassment include but are not limited to derogatory comments or unwanted sexual advances; display of sexually suggestive literature or cartoons; physical conduct or gestures; threats or demands for sexual favors; or repeated requests for dates and the like. Sexual harassment at [COMPANY NAME] is unacceptable and will not be condoned. The Company expects that all employees, business vendors, and other visitors comply with our policy. The workplace, any work-related setting outside the workplace, and business-related social events are all places where this behavior will not be tolerated. The Firm requests that any individual who feels that he or she is being mistreated in the form of sexual harassment present the issue to a manager, regardless of the alleged offender’s identity or position. All cases will be carefully investigated to ensure that the Firm’s sexual harassment policy is adhered to. In many cases, a polite request to the offender that he cease his unwelcome behavior will resolve the problem. However, in the event that the employee feels uncomfortable directly confronting the offender or feels that employment consequences may result, the employee should address the concern with a manager. It is not the responsibility of the employee to confront the offender, especially if it makes them uneasy. Furthermore, if the employee has confronted the offender and the inappropriate behavior continues or the conversation was poorly received, the employee should inform the department or division manager of the events. If the employee is more comfortable directly contacting his or her legal counsel he may do so. Once the incident(s) has been brought to management’s attention, a prompt investigation of the sexual harassment claims will begin. If sexual harassment is found, the appropriate actions will take place in a timely and effective manner. The following procedures have been established by [COMPANY NAME] to ensure prompt investigation and resolution of sexual harassment claims. 1. All claims and investigations will be handled with sensitivity. In order to protect the individuals involved, confidentiality will be maintained to the greatest extent possible. 2. If an employee’s actions are discovered to be in violation of this policy, the proper corrective actions up to and including t