Google Employee Handbook

Employee Handbook (Employee Policy)

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• Google Employee Policies And Procedures
• Google Doc Employee Handbook

Employee Handbook provides key policy regarding 'open door', safety, security, tobacco, etc.

1. This Employee Handbook is an advisory document and does not create rights or privileges for employees nor add duties or responsibilities for management. The failure of a supervisor to follow any procedure in this handbook shall not create any rights for any subordinate employee. No contract of employment is created by this handbook.
2. This Employee Handbook contains the employment policies and practices of the Company in effect at the time of publication. All previously issued handbooks and any inconsistent policy statements or memoranda are superseded. Entrata reserves the right to revise, modify, delete, or add to any and all policies, procedures, work rules, or benefits.
3. May 18, 2020.

Employee Handbook (Employee Policy) Employee Handbook (Employee Policy) Employee Handbook provides key policy regarding 'open door', safety, security, tobacco, etc. Download the full Employee Handbook template in.doc and pdf format by clicking on the links at the bottom of this page. Words in brackets are placeholders - substitute them with your company's specific guidelines.

Contents:

WELCOME

As you begin your career with ABC, let us extend a personal welcome. We have had the good fortune of providing services to our clients. With each of our clients, our success has been the product of a commitment to the following: cost effective quality results, attention to detail, a respect for safety, the environment, positive relationships with our clients and employees. Our commitment is to grow our business with the contributions of our employees, whose dedication to providing our clients with extraordinary service remains our most important asset. In turn, we endeavor to offer a workplace that is safe, productive, clean, and encourages honesty, respect, responsibility, personal and professional growth. We welcome you to the ABC team and wish you a successful and rewarding career.

IMPORTANT INFORMATION ABOUT THIS POLICY

• This policy applies to all ABC employees working or living in the United States.
• We reserve the right to make changes to our policy without notice, and changes will apply to all employees no matter how long they have been working at ABC.
• If you have any questions about any policies, please feel free to contact your supervisor.
• You acknowledged when you received this policy that your employment with ABC is voluntarily entered into 'at-will,' and we recognize that you are free to resign at any time. You should know that ABC is also free to conclude an employment relationship at any time. Accordingly, either you or the Company may terminate this employment relationship at any time, for any reason, with or without cause or notice. Please understand that no supervisor, manager, or representative of ABC other than the Chief Executive Officer or the Board of Directors of ABC has the authorization to enter into any agreement with you for employment for any specified period of time or to make promises or commitments contrary to the foregoing. Any employment agreement entered into by the Chief Executive Office or the Board of Directors of ABC is not enforceable unless it is in writing and signed by you and one of them.
• No employee policy document can anticipate every circumstance or question about company policy. We will address situations as we become aware of them and we expect and encourage you to bring to our attention any employment issues that need to be addressed. If you need further information or if you would like to discuss anything in this policy, please feel free to speak to your supervisor.

DISCLAIMER

This policy, and the statements and personnel practices it contains, is not intended to form an expressed or implied contract regarding the duration, terms, or conditions of employment. The policy may not be applied in every case and the policy and practices may change at any time. Employment is at-will and either the employer or you may terminate the employment relationship at any time, with or without notice, for any reason not prohibited by law. The at-will term cannot be modified except in writing and signed by the Chief Executive Officer. This policy, although intended to be informative, is supplemented by more detailed operating procedures that are available through your supervisor. Nothing in this policy or the detailed operating procedures alters the parties' at-will relationship.

OUR COMMITMENT TO EQUAL EMPLOYMENT OPPORTUNITY

The Company is committed to equal employment opportunity. Our policy is to recruit, hire, train, promote, evaluate, and reward employees based on their individual abilities, experience, and performance, without regard to race, color, national origin, religion, age, physical or mental disability, veteran status, sex, sexual orientation, ancestry, marital status or other legally protected status. We will make every effort to ensure that both the letter and spirit of laws prohibiting employment discrimination are fully implemented. ABC is also committed to the ideals of diversity. It is our policy to take such affirmative action as will ensure that a diverse workforce will be employed in and promoted to all occupations for which they possess the necessary skills, education, experience, and interest.

OPEN DOOR POLICY

You are encouraged to see your immediate supervisor or any designated Company representative with suggestions, questions or problems relating to your job. If your question or problem involves discrimination or harassment, please contact the Director of Operations.

SAFETY AND SECURITY

• Objective: Our objective is to be proactive in providing a safe and secure work environment. While ABC can take steps to protect you at work, we cannot do the entire job by ourselves. We all need to work together to take responsibility for our own safety as well as the safety of our coworkers.
• Training: If you work at a production or R&D facility, you will be required to attend safety orientation as well as regular training sessions. This training is scheduled and organized by the Safety Manager. After receiving safety training, we expect you to apply the content of this training as you perform your job duties.
• Your Responsibility: You are responsible for conducting all tasks in a safe and efficient manner and for complying with all local, state, and federal safety and health regulations and/or standards. You are also responsible for following any particular safety practices identified by ABC for use in a particular area or with a customer.
• Communication: Maintaining a safe work environment is one of our most important tasks, and requires continuous cooperation from us all. We encourage you to communicate safety issues or concerns to your manager or to the Safety Manager.
• Workers' Compensation Insurance: The company provides workers' compensation insurance to all employees. This program covers any injury or illness sustained in the course of employment that requires medical treatment, subject to applicable legal requirements. Any work-related injuries, regardless of severity, must be reported immediately to your supervisor and the Safety Manager. Injuries incurred as a result of voluntary participation in off work activities are not work-related injuries.
• Medical Tests: Periodically you may be required to undergo specific medical exams when they are job-related and consistent with business necessity. If you work in certain laboratory or manufacturing areas, you may need to have periodic physical examinations as deemed necessary for your well-being and safety. If you are a candidate for a position in certain job classifications you may be required to complete a ‘fitness for duty' medical examination. The purpose of such an examination is to determine if you are physically able to perform the job for which you are being considered, to determine what reasonable accommodations ABC can make in the case of a disability, and to ensure that your physical condition will not endanger the health, safety, or well-being of other employees or yourself. You may be required to comply with the recommendations of a company-appointed physician as a condition of employment or continued employment. These procedures comply with all applicable laws.
• Confidential Medical Records: ABC's designated providers do not reveal personal medical information to us unless this information has implications relating to your ability to perform your job or a workplace injury or illness. If this is the case, the information is kept in strictest confidence in files separate from other employee information, and is available only to authorized individuals with a specific need for the information.
• Visitors: We require all visitors to ABC locations to register with the receptionist, office administrator, or the Facilities departments, wear a visitor badge, and be escorted by an employee while on the premises. Please be sure to follow these procedures in order to ensure our safety and security.
• Inspections: ABC reserves the right to search or inspect any ABC property, ABC-provided items, and anything on ABC premises at any time, whether or not it is locked. Company vehicles, uniforms, merchandise, desks, files, ABC-provided planners and calendars, computers, computer software, lockers, offices, and personal automobiles, whether or not property of ABC, are subject to inspection at any time by any supervisor or manager at any location. If an employee has a locker, desk, file, office, or automobile, he or she may be required to unlock it for inspection on request. All belongings are subject to inspection upon request.
• Respecting the Property of Others: You should not remove any ABC property without written permission from your manager. Examples of such property include parts, supplies, products, tools, equipment, and drawings. Unauthorized removal of ABC property is cause for disciplinary action and could result in legal action being taken against you. Company phones, faxes, computers, email, Internet, and mail service are set up for the transaction of ABC business. Please be sure your belongings are secure. ABC cannot be responsible for the theft, loss or damage to any personal property of any employee while on duty and/or on ABC property.

TOBACCO FREE ENVIRONMENT

The use of all tobacco products is prohibited in ABC facilities located in the U.S.

SUBSTANCE FREE WORKPLACE

• We have an obligation to employees, customers, shareholders and the public at large to take reasonable and appropriate steps to prevent drug and alcohol abuse by our employees in or affecting the workplace. This policy is based on our concern for the safety, health, and welfare of employees and their families, customers, and the community. The policy is developed under federal Drug-Free Workplace Act mandates. As a condition of employment with ABC, you must agree to this policy. Employees that may drive a vehicle on company business are required to immediately notify the company in the event they receive a citation for DWI or DUI. Possession of a valid state driver's license is required at all times when driving on company business with no exceptions.
• ABC strictly prohibits:
• An employee reporting to work or present on the job while under the influence of alcohol, intoxicants, illegal drugs, or any other controlled substances.
• The unlawful use, possession, transfer, manufacture, distribution, dispensing, solicitation, or trafficking of alcohol, unlawful intoxicants, illegal drugs, or controlled substances in any amount, in any manner, or at any time, either on ABC premises or while conducting Company business; or which has an adverse impact on ABC.
• The use of ABC property, including telephones and electronic equipment, or an employee's position within the Company, to transfer, manufacture, distribute, dispense, or traffic alcohol, unlawful intoxicants, illegal drugs, or controlled substances. This includes any other use, possession, transfer, manufacture, distribution, dispensing, or trafficking of alcohol, unlawful intoxicants, illegal drugs or controlled substances in any manner.
• If you are using a prescribed medication or taking any drug that may affect your ability to perform your job in a safe and productive manner, you must report it to your manager immediately. Managers, together with Human Resources personnel, and after consultation with a healthcare provider, will determine if you should remain at work, be restricted in your duties, or be sent home.
• ABC reserves the right to:
• Discipline employees, including dismissal, for felony convictions regarding illegal use, possession, or trafficking of alcohol, illegal drugs or controlled substances. You must inform ABC of any convictions for or violations of criminal drug statutes occurring in the workplace (including pleas of guilty and nolo contendere) within five days of the conviction. Failure to inform us will subject you to disciplinary action, up to and including termination for the first offense. By law, ABC must notify the federal contracting officer with which it has a government contract within 10 days of receiving such notice from an employee or otherwise receiving notice of such a conviction.
• Search, based on 'reasonable cause' to believe the search will uncover evidence of a violation of this policy, an employee's locker, desk, vehicle, workstation, briefcase, tool box, wallet, purse, lunch box, and personal belongings.
• Test employees under reasonable suspicion, including blood or urine tests, and perform medical examinations in accordance with state and federal laws, for the purpose of determining if the employee has engaged in the illegal use of alcohol, drugs, or controlled substances in violation of this policy.
• Take disciplinary action, up to and including discharge, against employees who violate this policy, including refusal to submit to testing, inspection, or searches. Employees also may be suspended pending outcome of an investigation regarding compliance with this policy.
• Notification to law enforcement agencies may be made, at ABC's discretion, regarding violations of this policy as appropriate and/or necessary.
• Applicants who have been offered employment will be required to undergo pre-employment drug testing and medical examination prior to hire as determined by state and federal law, and be required to agree in writing to permit such tests and examinations and Company use of their results. In states where specific requirements regarding drug testing differ from federal mandates, a copy of these may be obtained from your Human Resources representative. Those applicants who fail such tests and exams may have their employment offer withdrawn.
• In the event an employee is out and under the influence of alcohol they are directed to use public transportation instead of driving. The company will reimburse an employee for cab or public transit fare to get home safely for up to $30 when a receipt and explanation are provided.

OUR EMPLOYEE STATUS DEFINITIONS

• Full-time Regular Employee = An 'at will' employee who is normally scheduled to work 35 hours or more per week. Full-time regular employees are eligible to participate in ABC benefits according to the eligibility provisions of the current plans.
• Part-time Regular Employee = An 'at will' employee who is normally scheduled to work less than 35 hours per week. Part-time regular employees who are normally scheduled to work from 20 to 29 hours per week are eligible for some benefits.
• Temporary Employee (also called Limited Assignment Employee) = An 'at will' employee who is hired for a reasonably specific period of time for a specific assignment. Temporary employees are not eligible for any Company benefits, but may be eligible for the Company 401(k) plan if eligibility criteria are met during the period of employment.

EXEMPT AND NON-EXEMPT CLASSIFICATIONS

Employees are classified as either exempt or non-exempt. The Department of Labor specifies strict guidelines concerning the classification of exempt and non-exempt employees. They are briefly summarized as follows:

• Exempt employees = Are generally Salaried employees. Managers, supervisors, professionals and outside salespeople. Wage and Hour laws do not require the payment of overtime wages for hours worked in excess of 40 per week for these employees. Pay is not usually docked for partial days missed. However, exempt employees taking intermittent leave under the FMLA may be subject to partial pay for partial hours worked.
• Non-exempt employees = Are generally Hourly employees. Employees paid for the actual number of hours worked. Wage and Hour laws require the payment of wages at time and one-half for hours worked in excess of 40 during a work-week for non-exempt employees. Overtime rules can vary by state. See your local Human Resources representative for local regulations.

WORKING HOURS AND OVERTIME

• Non-exempt positions are paid on an hourly basis and are eligible to receive time and ½ overtime pay in accordance with state and federal law. The term 'worked time' means hours actually worked, and does not include paid time off. In the absence of contrary law or contract, if you are a non-exempt, hourly employee, you will be paid for overtime hours at a rate of 1 and ½ times your base hourly rate for hours of worked time in excess of 40 hours a week. For payroll purposes, we define the work-week as seven consecutive days starting on Monday and ending on Sunday.
• We only consider actual hours worked when computing overtime pay. We do not use time paid at premium wages (time and one half or double time) when we calculate overtime pay. Your manager must approve all overtime work.
• If you are a non-exempt employee, when overtime work is required, it is expected that you will be able and willing to spend the time necessary to complete the assignment.
• The standard work-week for regular full-time employees is 40 hours (meal breaks are not considered work time). The hour work starts, the length of any unpaid meal break, and the end of the work day will be set by and may vary with department or location. ABC supports flexible schedules but you must discuss and agree upon any flex-time work arrangements with your manager.

TIME KEEPING AND TIME RECORDS

• The Federal Wage and Hour Laws require that we maintain accurate records of time worked for all non-exempt employees. Your location may maintain these records differently (time sheets, badges, time clocks), but all require that the work time be accurately recorded on a daily basis. You must record the times you start work and end work, including the time spent on unpaid breaks. Please discuss your time-keeping requirements with your manager. Any violations or falsification of accurate time keeping are serious and subject to disciplinary action up to and including termination.
• If you are a non-exempt employee and you volunteer for a committee or participate in other training sessions, time spent in these activities will be considered work time and will be paid.

CONFIDENTIAL EMPLOYEE RECORDS

• Your employment record begins with your application and your enrollment forms and is kept in a confidential file in Human Resources. During your employment, matters that affect you as an employee are kept here so that this information is at hand for reference and review by only those with a specific need to know, either business or legal, under state and federal law.
• ABC's designated medical providers and benefits providers do not reveal personal medical information to us unless this information has implications relating to your ability to perform your job. If that is the case and such information is provided, it is kept in a file separate from your employment record and is available only to those with a business or legal need to know.
• You may request a review of your personnel file with Human Resources. You may view documents in your file and receive copies of any documents you have signed. If you want a copy of a signed record, you must request it in writing, pay for the copy charges, and allow a reasonable time to meet this request.

PERSONAL INFORMATION

Human Resources should be notified of changes to personal information. Make sure the information on your pay check and company records is accurate including but not limited to name, address, social security number, phone, marital status, tax exemptions, etc.

ATTENDANCE & PUNCTUALITY

Regular attendance and punctuality are essential functions of any job. Failure to meet these basic requirements may result in discipline, up to and including termination. You are required to punch in or maintain time cards/sheets. If you fail to maintain your own record or punch in or cover for another employee's time, you are subject to discipline, up to and including termination. Your supervisor and/or Human Resources are available to discuss the timekeeping requirements and notification procedures that you must follow prior to any absence. The Company will consider your employment voluntarily separated if you are absent for three consecutive working days without advance notification to your supervisor.

PAYDAY & YOUR PAYCHECK

Payday is every other Friday. You will be paid by check. Direct deposit is available and encouraged. Your pay is a private matter. If you have a payroll problem, see your supervisor.

PERFORMANCE REVIEWS

Although the Company typically conducts annual performance reviews, the Company retains ultimate flexibility and discretion in terms of when and how performance is reviewed. Your supervisor and/or Human Resources Representative can provide further clarification.

FRATERNIZATION/NEPOTISM

The Company prohibits dating between supervisors and subordinates and discourages fraternization that compromises working relationships. Although the Company will consider employing family members or relatives of current employees, the Company will avoid direct reporting relationships whenever possible.

CLIENT RELATIONS

You are expected to exhibit courteous, cordial and professional demeanor when interacting with our clients and the client associates. Socializing with client associates outside the workplace should be avoided unless deemed appropriate by job function. If a situation arises that needs clarification, please contact your supervisor or a Human Resources Representative.

PARKING

You may park only in designated parking areas. Ask your supervisor for information on employee parking. Personal vehicles parked on Company property are done so at the employee's risk. 2004 suzuki ltz 400 owners manual. ABC assumes no responsibility for loss, damage, or theft of personal vehicles.

CONFLICTS OF INTEREST

If you are holding another job, you must make your supervisor aware in order to prevent conflicts. ABC cannot show preferential treatment and expects satisfactory performance.

DRESS CODE/APPEARANCE

The Company has a casual standard for proper business attire. The Company expects appropriate and safe business work attire at all times, consistent with the work location and client standards. You are expected to conform to client standards at each work location.

USE OF CELL TELEPHONES

The Company prohibits employee use of personal cell telephones during business working hours except for company business. Cell phones are expected to be turned off during working hours. Exceptions can be made by your supervisor for the safety of dependents.

WEAPONS PROHIBITED

ABC prohibits you from bringing weapons of any type onto any company or client premises.

NO SOLICITATION

You may not solicit or be solicited for any purpose during working time. You may not distribute or receive literature or other materials for any purpose during working time or in working areas. Non-employees are not permitted access to Company property for purposes of solicitation or literature distribution.

ANTI-HARASSMENT/NON-DISCRIMINATION

• The Company prohibits all forms of unlawful harassment and discrimination based on race, color, gender, religion, national origin, age, disability and other characteristics protected by law.
• Sexual harassment, a form of harassment, is conduct of a sexual nature that is unwelcome and offensive to the person to whom it is directed. It includes unwelcome sexual advances, requests for sexual favors, and conduct or remarks of a sexual nature when such conduct unreasonably interferes with the employee's work performance or creates a hostile, offensive, or intimidating working environment.
• All employees are responsible for keeping the workplace free from any form of harassment. If you believe you have been harassed by another employee, promptly alert your supervisor. If you believe you have been harassed by your supervisor, alert the Human Resources Department or the Chief Executive Officer of the Company. The Company will endeavor to investigate all reports of harassment promptly and impartially and will not take adverse action toward any employee for making a legitimate harassment complaint. Any employee who ABC believes has violated this policy is subject to appropriate disciplinary action, up to and including termination.

EMPLOYEE CONDUCT

• The following, although not intended to be an exhaustive list, provides examples of employee misconduct: insubordination, theft, dishonesty (for example, in reporting accidents, performing work, disclosing financial information, completing the employment application, or seeking benefits) and destroying Company property.
• These examples, as well as other types of misconduct, may result in discipline, up to and including termination. The Company retains the sole discretion to determine what level of discipline is appropriate for any type of misconduct under any given circumstances. The Company also reserves the right to discipline or terminate you for misconduct outside the workplace that impacts our business concerns.

VOTING

The Company will comply with applicable local or state laws requiring an employer to grant a brief absence for voting purposes.

You are expected to exhibit courteous, cordial and professional demeanor when interacting with our clients and the client associates. Socializing with client associates outside the workplace should be avoided unless deemed appropriate by job function. If a situation arises that needs clarification, please contact your supervisor or a Human Resources Representative.

PARKING

You may park only in designated parking areas. Ask your supervisor for information on employee parking. Personal vehicles parked on Company property are done so at the employee's risk. 2004 suzuki ltz 400 owners manual. ABC assumes no responsibility for loss, damage, or theft of personal vehicles.

CONFLICTS OF INTEREST

If you are holding another job, you must make your supervisor aware in order to prevent conflicts. ABC cannot show preferential treatment and expects satisfactory performance.

DRESS CODE/APPEARANCE

The Company has a casual standard for proper business attire. The Company expects appropriate and safe business work attire at all times, consistent with the work location and client standards. You are expected to conform to client standards at each work location.

USE OF CELL TELEPHONES

The Company prohibits employee use of personal cell telephones during business working hours except for company business. Cell phones are expected to be turned off during working hours. Exceptions can be made by your supervisor for the safety of dependents.

WEAPONS PROHIBITED

ABC prohibits you from bringing weapons of any type onto any company or client premises.

NO SOLICITATION

You may not solicit or be solicited for any purpose during working time. You may not distribute or receive literature or other materials for any purpose during working time or in working areas. Non-employees are not permitted access to Company property for purposes of solicitation or literature distribution.

ANTI-HARASSMENT/NON-DISCRIMINATION

• The Company prohibits all forms of unlawful harassment and discrimination based on race, color, gender, religion, national origin, age, disability and other characteristics protected by law.
• Sexual harassment, a form of harassment, is conduct of a sexual nature that is unwelcome and offensive to the person to whom it is directed. It includes unwelcome sexual advances, requests for sexual favors, and conduct or remarks of a sexual nature when such conduct unreasonably interferes with the employee's work performance or creates a hostile, offensive, or intimidating working environment.
• All employees are responsible for keeping the workplace free from any form of harassment. If you believe you have been harassed by another employee, promptly alert your supervisor. If you believe you have been harassed by your supervisor, alert the Human Resources Department or the Chief Executive Officer of the Company. The Company will endeavor to investigate all reports of harassment promptly and impartially and will not take adverse action toward any employee for making a legitimate harassment complaint. Any employee who ABC believes has violated this policy is subject to appropriate disciplinary action, up to and including termination.

EMPLOYEE CONDUCT

• The following, although not intended to be an exhaustive list, provides examples of employee misconduct: insubordination, theft, dishonesty (for example, in reporting accidents, performing work, disclosing financial information, completing the employment application, or seeking benefits) and destroying Company property.
• These examples, as well as other types of misconduct, may result in discipline, up to and including termination. The Company retains the sole discretion to determine what level of discipline is appropriate for any type of misconduct under any given circumstances. The Company also reserves the right to discipline or terminate you for misconduct outside the workplace that impacts our business concerns.

VOTING

The Company will comply with applicable local or state laws requiring an employer to grant a brief absence for voting purposes.

OUR BENEFITS

• Any benefit descriptions in this policy are merely highlights of the benefits and programs provided by ABC. These plans are described in detail in official plan documents. In the event of a conflict, the official plan documents will govern. ABC reserves the right to make changes to benefits offerings at any time.
• If you are a full time regular employee, you are eligible for health and welfare benefits according to the eligibility provisions of each plan. These plans are listed below:
• Medical, dental, vision plans
• Life Insurance and AD&D Plans
• Short Term and Long Term Disability plans
• Paid Time Off – PTO
• 401k

• Company Holidays: We observe several designated paid holidays (New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Friday after Thanksgiving, Christmas Day). If you wish to observe a holiday not granted on a company-wide basis, you may observe it by using your accrued PTO - Paid Time Off. Regular full time employees are eligible to receive holiday pay equal to an eight hour shift. Regular part time employees who are scheduled to work 20 hours or more per week will receive holiday pay on a pro-rated basis. You must work the scheduled day before and after an observed national holiday to be eligible for holiday pay. Temporary employees, including interns, consultants, and contractors are not eligible for holiday pay. If you are an exempt employee and must work on a holiday, your manager may authorize holiday leave at a later date. This alternate holiday should be taken within the same pay period if possible, but must be taken within six weeks. Alternate holidays will not be paid off. Non-exempt employees who are required to work a holiday are eligible for time and a half pay for time worked, plus the regular holiday pay (equal to eight hours or less for part time). Time paid at premium wages for working a paid holiday will be used in the calculation of overtime. Holiday pay for un-worked time is not included in the calculation of overtime. The rules for calculating overtime pay vary to meet state requirements and local work schedules. If you have any questions about your pay, please talk to your supervisor or Human Resources.
• Paid Time Off – PTO: After 90 days of employment, ABC starts accruing Paid Time Off (PTO) to allow you an opportunity to plan your time off needs in a manner that fits your lifestyle and individual circumstances. At ABC, PTO includes vacation, sick time, and personal time off. This is accrued as you work. The accrual of PTO hours starts with hours worked after 90 days of employment. If you utilize more than 3 days of PTO due to illness, injury, or disability, you must notify your manager immediately. Your manager and Human Resources will inform you of your options regarding Family Medical Leave, Short Term Disability, etc. If you do not return to work after scheduled PTO ends, and you have not applied for or been approved for leave, your absence will be subject to discipline up to and including termination. If you are scheduled to work and do not call in or report to work for 3 consecutive shifts, we will consider you have abandoned your job and therefore voluntarily resigned your employment. Your PTO pay rate is based upon your current base rate of pay at the time PTO is taken. You do not accrue PTO while you are on an unpaid leave of absence, disability leave, or on FMLA. The PTO Accrual & Cap is shown in the following table:

• Leaves of Absence: A leave of absence is defined as an excused period of absence. Leaves may be granted for Family/Medical, Military or Personal reasons (defined below).
• Bereavement Leave: Absence due to a death in an employee's immediate family (spouse/life-partner, child, father, mother, sister, brother, step-mother, step-father, step-brother, step-sister, father-in-law, mother-in-law, brother-in-law, sister-in-law, grandparent, grandchild) will be granted for up to 3 consecutive business days with pay. Absence due to a death of other family members (uncle, aunt, cousin, niece, and nephew) will be granted one (1) business day with pay. Additional time off without pay will be considered on an individual basis at the discretion of the manager and Human Resources representative. Should a death occur, contact your manager to arrange for the needed time off. PTO forms should be completed and submitted to your manager.
• Jury Duty Leave: When called for jury summons notify your manager immediately. When you complete your jury duty, you should turn in a signed statement from the court clerk indicating the dates of jury duty to your manager. If you are summoned for jury duty, ABC will pay you in full for the first 10 days (unless a particular state law requires a longer benefit period). Beyond 10 days, you will be granted unpaid leave. During days when ABC pays part or all of your base pay, if you are dismissed from jury duty by noon you are to return to work on that day. All regular full-time are eligible for paid jury leave.
• Military Leave: ABC is committed to supporting employees who may be called or volunteer to serve on active military duty. We comply with and support federal law, which provides for unpaid leave of absence for National Guard and Military Reserve members, those who volunteer or are involuntarily inducted into military service, those who are called to attend military training, and those who are called for active duty. You will be paid the difference, if any, between your military pay and regular pay for a maximum of 10 days per calendar year. Payment will be based on your base rate up to a maximum of a full shift (normally 8 hours per day). To receive pay, present your military pay record to Human Resources. You will be required to pay any insurance premiums due prior to taking leave.

FAMILY AND MEDICAL LEAVE

• The Company complies with federal Family and Medical Leave provisions, and specific requirements issued by individual states where ABC has a minimum of 20 employees. The following policy, established according to federal guidelines, applies to all requests for Family and Medical Leave (see your Human Resources representative for specific state provisions):
• To be eligible for FMLA leave under federal law, you must have been employed continuously by ABC for at least 12 months AND you must have worked at least 1,250 hours in the 12 months immediately preceding the start of leave.
• Family and Medical Leave (FMLA) may be taken for the following reasons:
• The birth or impending birth of a child to you or your spouse & 1st year care of the child;
• Placement or impending placement of a child with you for adoption or foster care;
• The need to care for a spouse, son, daughter, or parent with a serious health condition; or
• A serious health condition that renders you unable to perform your job.
• Leaves or other periods of absence provided for otherwise by the Company, which are taken for reasons that fall under the FMLA, shall run concurrently with, and be counted toward, an employee's FMLA entitlement.
• Providing Notice of FMLA Leave: You are required to provide written notification to the Company of your need for leave by completing a Request for Leave of Absence form and specifying an FMLA qualifying reason at least 30 days before needing such leave, whenever possible. However, all leaves which qualify under the FMLA, whether you provide notice or not, may be counted against your FMLA entitlement, if you are notified in writing by ABC. You should check in periodically with your Supervisor or Human Resources on your status and intention to return to work after your leave.
• Leave Limits: According to Federal law, Family and Medical Leave entitlements together may not exceed 12 work weeks in a rolling 12-month period measured backward from the date an employee uses any such leave. Where spouses are both ABC employees, they share the maximum leave for one employee, except for medical leaves for the individual employee, or a family leave taken to care for a child or a spouse with a serious health condition.
• Certification for Medical Leave: You must provide medical certification from a health care provider upon request, which substantiates your need for FMLA medical leave based on either your own serious health condition or that of a spouse, parent, or child. You must provide this certification in a timely manner, within 15 calendar days after it is requested, unless not practicable under the circumstances. The Certification of Health Care Provider must include the following information:
• The date the serious health condition began and probable duration of the condition;
• The appropriate medical facts about this condition known by the health care provider; and
• If a family members health condition is involved, that you are needed to care for that individual and an estimate of the amount of time that you will need for this purpose;
• If your health is involved, that you are unable to perform the functions of your position.

• Health Insurance Benefits During FMLA: Your normal employee contributions for premiums must be paid in order to maintain your group insurance coverage during your leave. Premium payments must be received prior to the beginning of the month for which the premium is being paid. Should you fail to pay your portion of the premium for your coverage within 30 days of the due date, coverage will be discontinued.
• Returning After Leave: When you return from Family and Medical Leave contact your Supervisor at least two weeks prior to the date of return. Return will be to the same or similar position held before the leave or to an equivalent position with no loss of seniority or benefits accrued before the leave commenced or, in the case of medical leave where the employee is unable to perform the original job upon the expiration of such leave, transfer will be made to work suitable to the employee's physical condition if possible. Certain key employees may be denied reinstatement from a Family and Medical Leave available under federal, but not state law, if denial is necessary to avoid substantial and grievous economic injury to operations.

PERSONAL LEAVE OF ABSENCE (NON-FMLA)

Company granted personal Leaves of Absence will apply to situations other than those addressed by the federal and FMLA at the discretion of the Company. In order to request a Personal Leave, you must write a request and return it to your Human Resources representative. Except in emergency situations, the request should be submitted to Human Resources representative at least two weeks before the start of the requested leave. Prior to requesting a Personal Leave of Absence, an employee must have used all available paid time for which they are eligible at the time of the request. If approved, the provisions of the leave will be explained, including leave duration and insurance premium payment requirements. ABC does not guarantee an employee on a Personal Leave of Absence the right to return to the position the employee formerly held. We will, on a case-by-case basis, attempt to fill the employee's position temporarily. However, if this is not possible, or if the position is no longer available, the employee will be notified and termination will be effective immediately. If an employee fails to report to work at the end of the approved leave period, ABC will assume the employee has resigned. Acceptance for other employment (including self-employment), during a personal leave, is considered to be a resignation.

BUSINESS SYSTEMS

• Electronic Monitoring: ABC reserves the right to electronically monitor employees' activities or communications by means other than direct observation. This includes collecting information through the use of a computer, telephone, wire, radio, camera, electromagnetic, photo-electronic or photo-optical system. Many of our facilities have security systems that include surveillance cameras and badges with proximity sensors to grant appropriate access to the facility based on clearance level. You should know that as we enter and exit security-coded doors, we can be monitored.
• Business Tools and Systems:
• We provide you with computers, printers, network systems, software, email, voice mail, and access to the Internet to meet ABC business needs. These systems, equipment, and information are the property of ABC and should only be used for business purposes. ABC understands that limited personal use of these tools is sometimes required; however, inappropriate or excessive use, or misuse of these tools, may result in disciplinary action up to and including termination.
• All software, hardware, data files or reports generated by ABC personal computers and/or network systems, and all work done on ABC computers and network systems, are the property of ABC and should never be removed for personal use. In addition, the introduction of any software product or data file to any computer within ABC without the approval of the Information Technology (IT) department is not allowed. No system or software should be used for any purpose other than its intended business purpose. No one has the right of personal privacy when they use our systems; we may electronically monitor the operation of these systems, access all records within them, and retain or dispose of these records, as we deem necessary.
• Email and Internet Use:
• We install electronic communications (Email and the Internet) on Company-owned property and equipment, using ABC-owned or licensed hardware and software. We support these communication tools to facilitate business communications; they are not intended for personal, private, or non-business use. We understand that limited personal use of these tools is sometimes required; however, inappropriate or excessive use, or misuse of these tools, may result in disciplinary action up to and including termination. We reserve the right to decide whether communications are appropriate business uses and comply with ABC's policies.
• You are also required to make all system passwords available and accessible to ABC management upon request. All messages on the email system can and may be accessed and traced to their authors even after they are 'deleted.'
• Inappropriate Uses of Our Electronic Communications Systems:
• No one should use our electronic communications systems for any inappropriate, improper, disruptive, harmful, illegal, or offensive communications, including but not limited to those which contain racial or ethnic slurs, obscene language, or anything which could be construed as harassment, discrimination, or offensive to anyone based on race, national origin, sex, sexual orientation, disability or other protected classifications. This includes sexually explicit messages, cartoons or jokes, propositions or personal messages.
• Our electronic communication systems should not be used for matters unrelated to ABC business, including but not limited to political, religious, or commercial purposes or for outside organizations or causes or other personal matters not directly related to ABC business. No one should use the electronic communications systems so as to in any way breach the confidentiality or reveal any confidential or proprietary information of ABC or its customers, consultants, partners, or others with whom it does business. You should not download, disseminate or print copyrighted materials (including articles and software) when it is in violation of copyright laws. You should not use unauthorized codes or passwords to gain unauthorized access to files or other communications.
• Do not send email communications that contain informal remarks that might be embarrassing to ABC, its employees, or customers. Any communication by email should be drafted with the same care as a formal memorandum. Anyone who abuses or misuses the electronic communications systems is subject to disciplinary action up to and including termination.

BUSINESS TRAVEL

• All business travel must be pre-approved by your manager. You are expected to spend ABC funds responsibly and submit an expense report in a timely manner for appropriate and approved travel expenses. Submitting a false report or documentation may result in immediate disciplinary action up to and including termination.
• Employee Expense Reimbursement: Authorized Expense reports should be submitted to the Accounting department in a timely manner after incurring the expense. Any expense report submitted greater than 60 days from the expense date will not be reimbursed. This policy protects the employee as well as ABC. ABC's Expense Report form or the electronic expense report system must be used and supported by original receipts. If you travel, it is your responsibility to properly prepare and sign your own expense reports and to obtain approval from your manager.

Definitions:

• ABC = Fake name of company used in our procedures.

Return from Employee Handbook to Managing Human Resources A tricky monkey. page.
Return from Employee Handbook to Home page.

An Employee Handbook is a very important document in the life of any business which hires multiple employees. An Employee Handbook is a document established by the business that outlines the rules, practices, and procedures for employees at the company. In an Employee Handbook, the company informs employees about the standards that are expected of them. The company also generally lets employees know about important information like benefits and time off.

Generally, employees don't negotiate anything contained within the Employee Handbook. Employers are the ones that list all of their requirements and policies and employees simply review and sign the Handbook to acknowledge that they've received it and read everything contained within it.

Employee Handbooks are often very long, very robust documents. Despite that, however, most Employee Handbooks are not meant to be absolutely comprehensive guides on everything surrounding the employment relationship. Rather, they are baselines for company policies, through which employees can also find out how to access any additional information they may need.

How to use this document

Quest for riches slots. This document should be used by a business looking to get their employee policies and procedures down into a permanent form. Employee Handbooks are normally given to individuals at the start of the employment relationship.

The Human Resources department (or any individual or department that handles employee hiring, intake, and advisement) at the company should fill out this form. It will start with the contact details of the company. Then, the form will go on to ask specific questions about the company's employment policies and other information that employees need to know.

Please keep in mind that an Employee Handbook is different than an Employment Agreement. An Employment Agreement is a specific contract used for just one individual and the company. Employment Agreements are also generally more specific to the actual terms of the employment than a Handbook.

When this agreement is filled out, it should be printed out and kept on file with the company. Then, each time an employee starts work with the company, the employee should be given a copy of the handbook and asked to sign the acknowledgment page. The company should keep a copy of the signed acknowledgment page and the employee should keep the complete Handbook.

Applicable law Crack erwin data modeler download.

Employee Handbooks themselves are not subject to Federal or state laws, but the policies underlying the employment relationship are. Specific state laws will cover the individual elements of the employment relationship.

Google Docs Employee Handbook Template

How to modify the template

Google Employee Policies And Procedures

You fill out a form. The document is created before your eyes as you respond to the questions.

Google Doc Employee Handbook

At the end, you receive it in Word and PDF formats for free. You can modify it and reuse it.