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. 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. At the end, you receive it in Word and PDF formats. You can modify it and reuse it. Back to top. Home Documents. Human Resources and Employment Law. Employee Handbook. Formats Word and PDF.
Using a Government Employee Handbook Sample Template, the best looking employee handbook can be created. However, if you are someone who prefers simplicity in everything then this Simple Employee Handbook Sample Template will impress you a lot. Starting from the design to the manner in which the content has been laid out, everything is simple.
Every company runs on its own terms. There are sets of rules which it must make its employees follow. It also has policies that it needs to make known to the employees.
One way that an employer does all of this is through an employee handbook. So, an employee handbook is a handy tool that is given by an employer to its employees to know about the modus operandi of the company. You can also see Employee Form Templates.
Different employers include different information in this handbook as per their necessity. Although, most employers hire people to design such handbooks, you can do it on your own for your company using an employee handbook sample template. You can also see Employee Manual Templates. You can download Employee-Handbook-Sample templates from the internet. There are scores of varieties online, so, you can find what suits you best.
Starting from colors to designs, everything is available in plenty of varieties. Changes take effect on dates determined by the Company. After changes take effect previous policies are void.
Individual managers and supervisors cannot change policies. We rely on the accuracy of employment application information and any other data candidates provide during the hiring process. Falsifications, misrepresentations, or material omissions may result in the exclusion of the candidate from consideration for employment. If the candidate has been hired, termination of employment may be considered. You enter into this employment voluntarily and are free to resign at any time for any reason or no reason.
Likewise, [Company Name] is free to conclude its relationship with any employee at any time for any reason or no reason. Following a probationary period, the Employment Termination Policy in Section 3 is applicable.
Human resources provides an orientation for new employees. This includes an overview of the company history, an explanation of company vision, mission, values, goals, and objectives. Orientation also includes an explanation of tax and legal issues, benefits, and help completing necessary paperwork.
Employees are presented with codes, keys, procedures, and secret handshakes needed to access their workspace. Supervisors introduce new hires to staff, explain company evaluation procedures, review position scope, and job description, and help them start working.
Protecting trade secrets and confidential business information is essential to the success of [Company Name]. As a condition of employment, employees must sign a non-disclosure agreement. Employees improperly disclosing or using confidential business information or trade secrets are subject to disciplinary action, including termination and legal action, even if the disclosure does not benefit them.
We make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in undue hardship. The probationary period for regular employees is for [90 days] from hire date.
This is a time for management to evaluate new employees, and for new employees to evaluate the company. During the probationary period, the company and the employee can terminate employment without notice. Upon completion of the probationary period, a review will be given and benefits will begin as appropriate. The standard workweek is [40] hours see Section 4. For calculating employee benefits, the workweek begins on [Sunday starting at a. Through Saturday ending at a. Employees receive a [minute] break for lunch.
Lunch breaks generally are taken between the hours of [ a. And p. Emergencies including fires, severe weather, or power failures can disrupt company operations. Employees will receive an official notification from their supervisors if the company is closed due to an emergency. Personnel files are [Company Name] property. Access to information they contain is restricted. Management personnel of [Company Name] who have a legitimate reason to review the file are allowed to. To review their own file employees should contact their supervisor or Human Resources Representative.
Employees are responsible for notifying their supervisor or [Company Name's] Human Resources Department of changes such as mailing address, telephone number, name, number of dependents, and emergency contacts. Supervisors give formal performance reviews every [six months]. Informal performance reviews may be conducted more often. Performance reviews are for employees and supervisors to talk about current tasks and discuss ideas for meeting work goals. Performance is directly tied to wage and salary increases.
Performance reviews will have a direct effect on your compensation. Employees may hold outside jobs in non-related businesses or professions as long as there is no conflict of interest, performance standards and scheduling demands are met, and [Company Name] resources are not used for outside employment. Though [Company Name] usually takes a progressive approach to discipline, some actions are grounds for immediate employment termination.
Exempt employees shall give at least [four 4 weeks] written notice. Employees who terminate employment with [Company Name] shall return company property. Some benefits may be continued at employee expense See Section 4, Benefits.
The employee will be informed of benefits that may be continued and how to do so. Employees must be cautious and obey safety rules.
0コメント