Easy Employee Handbook Policy Manual

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114 Policy Statements

1. The Company Philosophy 58. Insurance
2. The Company Mission 59. Hospitalization and Medical Insurance
3. Equal Employment Opportunity Policy and 60. Continuation of Group Health Insurance
Affirmative Action Plan (COBRA)
4. Employment-At-Will 61. Life Insurance
5. Sexual Harassment 62. Long Term Disability Insurance
6. Safety Rules 63. Social Security
Employee Handbook 7. Hazardous Wastes
8. Reporting Injuries and Accidents
64. Workers' Compensation
65. Unemployment Compensation
Policy Manual 9. Drug Free Workplace 66. Savings Plan 401 (K)
10. Prohibitions 67. Break Room
11. Drug Awareness Program 68. Employee Discounts
12. Disciplinary Actions 69. Educational Assistance
US$ 59.95 13. Personnel Administration 70. Work Schedules
14. HR Personnel Records 71. Working Hours
15. Contents of Personnel Files 72. Salary Employees
Delivery: 16. Employee Information 73. Hourly Employees
Instant Download only- Files 17. Employee's Request for Review of 74. Clean Work-Place
are delivered electronically in 18. Personnel Records 75. Legal & Ethical Conduct
Microsoft Word format 19. Management Review of Personnel Files 76. Ethical Standards
20. Employee Categories 77. Conflicts of Interest
21. Job Posting Procedures 78. Personal Conduct
22. Employment of Relatives 79. Confidentiality
23. Employment of Minors 80. Bribes, Kickbacks and Illegal Payments
24. Promotions 81. Patents and Copyrights
25. Transfer of Employees 82. Misconduct
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26. Separation of Employment 83. Serious Misconduct
[email protected] 27. Work force Reductions 84. Very Serious Misconduct
28. Probationary Period 85. Inexcusable Misconduct
29. Extra Income 86. Misconduct Investigations
30. Process Improvement 87. Transportation & Travel
31. Employee-Management Forums 88. Company Owned Vehicles
32. Employee Suggestion Program 89. Personal Vehicles
33. Benefit Eligibility 90. Living Expense Allowance
How to Order: 34. Payroll Information 91. Other Travel Expenses
Online: 35. Time Records 92. Expense Records
www.bizmanualz.com 36. Pay Periods 93. Travel Advances
By Phone: 37. Salary Compensation for Partial Pay 94. Expense Reimbursement – Third Party
Period 95. Expense Policies – Violations
314-863-5079 38. Pay Rate Schedule – Hourly Paid 96. Company Credit Cards
800-466-9953 Employees 97. Personal Appearance
By Fax: 39. Payroll Deductions 98. Business Attire
314-863-6571 40. Overtime 99. Casual Attire
41. Payroll Errors 100. Inappropriate Attire
42. Garnishment of Employee Wages 101. Personal Belongings
43. Authorized Check Pickup 102. Alcohol and Drugs
44. Pay at Time of Separation 103. Medication
45. Attendance & Leave 104. Smoking Policy
46. Medical Leave Policy 105. Equipment & Facilities
47. Sick Leave Credit Limit 106. Parking
48. Sick Leave Policy – Usage 107. Telephone Use
49. Medical, Dental and Optical Appointments 108. Motor Vehicle and Workplace Equipment
50. Exhaustion of Accumulated Sick Leave Operation
51. Pallbearer, Funeral, Emergency Leave 109. Safety Equipment
52. Civic Leave or Jury Duty 110. Company Tools
53. Voting 111. Waste Prevention
54. Military Leave 112. Solicitation and/or Distribution
55. Maternity Leave 113. Security
56. Parental Leave 114. Bulletin Board
57. Leave of Absence
Employee Handbook Policy Manual www.bizmanualz.com

Section 2:
Employment
2.0 Personnel Administration
The Company has established a Human Resources (HR) Manager or point-of-contact, which is
responsible for personnel administration. Questions regarding your employment and this
Employee Handbook should be addressed to the Manager of Human Resources.

2.1 Personnel Records

The Company should maintain a personnel file on each employee. An employee's personnel
record begins with their completed employment application form and resume. From time to time
information may be added to this personnel record regarding an individual's employment status
with the company. Personnel records are the property of the Company and should be treated the
same as any other confidential company information.
The following provisions apply with respect to the company's standards for establishing,
maintaining and handling employee personnel records:
 All official records concerning an employee should be kept up to date and all employees
shall promptly report all pertinent personal information and data changes to the HR
Manager.
 Employees should be permitted to review their personnel records at reasonable times and
in accordance with state and local laws.
 The personnel file of an employee terminating employment should be maintained for a
minimum of (five) 5 years.
2.1.1 Contents of Personnel Files
Employee personnel records should include the following (but may be filed separately):
 Original Employment Application.
 I-9 Form (filed separately).
 Performance Appraisal Reports.
 Disciplinary action.
 Special commendations.
 Education achievement.
 Status changes affecting employee's work and salary history.
 Employee's resume.
 Other relevant documents as determined by management.

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Employee Handbook Policy Manual www.bizmanualz.com

2.1.2 Employee Information

Employees are asked to help keep the company informed about any major change, which
may affect their employment status. Important changes to report include:
 Name.
 Address.
 Home telephone number.
 Marital status.
 Number of dependents.
 Any important health information.
 Emergency telephone numbers and whom to notify in case of emergency.
 Change of beneficiary.
 Authorized payroll deductions.
 Additional education and special training courses.
2.1.3 Employee's Request for Review of Personnel Records
The following provisions apply with respect to an employee's request to review their
personnel record:
 The HR Manager should have the responsibility of coordinating the review of an
employee's personnel record with the employee's immediate supervisor.
 A member of HR Department must be present while the employee reviews their
personnel file.
 The employee may take notes, but may not remove, photocopy, deface or
otherwise make notations on the documents in their personnel file unless
authorized by state or local law.
2.1.4 Management Review of Personnel Files
All information in employee personnel files is considered confidential. This information
should only be available to the HR Department, senior management personnel,
supervisors or managers who are responsible for the employee, and the employee.
The supervisor of the department to which an employee may be transferred should be
allowed to review the employee's file with the approval of the HR Manager and the
employee's immediate supervisor. Violation of this policy is considered a very serious
offense.

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Employee Handbook Policy Manual www.bizmanualz.com

2.2 Service
Management shall make every effort to accommodate employees during their transition into or
out of service with The Company.
2.2.1 Employee Categories
Company policies apply to all categories of employees. Employees are divided into the
following categories for the purpose of compensation and benefits.
Full-Time: Employees hired full time (40 hours a week) on a full workweek basis are
considered full-time employees for compensation and benefit purposes.
Part-Time: Employees whose work schedule is less than full time (less than 40 hours a
week) on a full work week basis are part-time employees for all compensation and
benefit purposes.
Temporary: Employees hired as temporary replacement for full-time or part-time
employees, or for short periods of employment such as summer month, peak periods and
vacations are considered temporary employees. Temporary employees are not eligible
for benefits regardless of the number of hours or weeks worked.
2.2.2 Job Posting Procedures
All employees should be notified of available internal positions via posting on the
company bulletin board. Positions are normally posted for a period of two (2) weeks.
The applicable contact person should be included on the posting notice. Interested
qualified employees should forward a letter of application and current resume to the
contact person or Human Resources Department.
2.2.3 Employment of Relatives
The company discourages the employment of close relatives. However, under certain
conditions, management may waive this policy in favor of employing close relatives
within the same payroll area. Close relatives are defined as: spouse, mother, father, son,
daughter, brother, sister, grandparent or in-laws.
Family members should not be allowed to directly supervise another family member.
Employees that enter into a personal relationship, non-work related, should not be
allowed to supervise the other and may have to be transferred.
2.2.4 Employment of Minors
The company should fully comply with the Child Labor provisions of the Fair Labor
Standards Act and applicable state statutes, which govern the employment of minors.
2.2.5 Promotions
Promotions within the company should be based on such factors as quality of work, prior
job performance, experience, educational background, attendance, safety record and the
ability to work well with others.
Our company policy is to promote from within when we have personnel fully qualified to
perform the duties of the position.

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Employee Handbook Policy Manual www.bizmanualz.com

2.2.6 Transfer of Employees

Transfer of employees for the company's convenience may be made to meet company
requirements. Requests for transfer by employees should be made in writing and given to
HR management for consideration before interviewing with a Hiring Manager for another
position.
Employees should discuss their desire to transfer with their current supervisor; however,
this is not a requirement. The Hiring Manager should contact the employee's current
supervisor only after receiving the employee’s written consent. A Transfer may be made
if management determines it is in the best interest of the company and the employee.
The company provides a relocation program for its employees if they are requested to
transfer within the company. The program is designed to offset expenses associated with
the move. However, it's not intended to compensate for losses due to fluctuating market
conditions, home improvements and so on.
Employees that wish to transfer or apply to an open position should be given first
consideration. However, the timing of any transfer should be planned so that ongoing
commitments are not jeopardized. Employees interested in transfer opportunities should
contact the HR Manager

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