Only supervisors, management, human resources staff, and legal counsel of [Company Name] who have a legitimate reason to review information in a file are permitted to do so. Employees who wish to review their own file should contact the human resources department. With reasonable advance notice, employees may review their files in the presence of a member of human resources or another person appointed by the company to maintain the files. Personnel records may not be removed from the premises.
Preventing sexual harassment and discrimination in the workplace is incredibly important, for the well-being of your staff and your company. Be sure to put a system in place for reporting and investigating incidents of harassment. Sexual harassment is against the law and is a form of gender discrimination. The aim of this policy is to prevent harassment of any kind by anyone employed by or associated with the company. Sexual harassment consists of unwelcome sexual advances, requests for sexual favors, or unwanted sexual attention by anyone associated with the company, whether male or female.
Harassment may include references to employment status or conditions or may serve to create a hostile, intimidating, or uncomfortable work environment.
Harassment includes, but is not limited to, obscene jokes, lewd comments, sexual depictions, repeated requests for dates, touching, staring, or other sexual conduct committed either on or off company premises.
All employees are responsible for helping to ensure that our workplace is kept free of harassment. If you feel you have been a victim of sexual harassment or discrimination, report the behavior to any supervisor or member of the human resources department.
If you have witnessed sexual harassment or any form of harassment or discrimination, you also are urged to report the incident to human resources or management so that prompt action may be taken to investigate the matter.
All complaints will be treated seriously, kept as confidential as possible, and investigated fully. If an investigation confirms that sexual harassment has occurred, immediate action will be taken to put an end to the harassment.
Flexible working arrangements are becoming increasingly popular. They help parents and disabled employees remain in the workforce. Flexible work hours or telecommuting opportunities are also becoming a popular perk for employees. Post-covid, employees have increasingly expressed a desire to have continued flexibility to work from home in at least some capacity. They provide you with options in the number of hours you work and where you work.
The company will consider full or partial telecommuting arrangements. You may request a flexible work arrangement when a traditional work schedule is not ideal for you. For example, you may need special hours to care for a child or other relative, to attend school, or to meet other personal demands.
Flexible or remote work arrangements will also be considered as a form of reasonable accommodation if needed. Not every job is suitable for a flexible work arrangement, so there is no assurance that an arrangement can be approved by your manager.
Your manager and human resources representative will work with you to implement the arrangement. The next set of templates will cover policies related to time off or leave.
If your company has already moved to an unlimited PTO policy, portions of this section may not be necessary such as the vacation, sick leave, and perhaps short-term optional leaves such as bereavement leave. However, most employee handbooks do devote a large amount of space to leave policies. This is because there are a large number of employment laws allowing for paid and unpaid leave in different circumstances.
Be sure to customize this with your own list of observed holidays. The most common six holidays observed by companies have been included, but many employers choose to observe additional federal holidays. The company will observe the following days as paid holidays each year:. If a holiday falls on a weekend, the holiday will be observed on the closest working day to the holiday.
Part-time employees will receive a paid day off if the holiday falls on a day that they would regularly be scheduled to work. If a non- exempt employee is required to work on an observed holiday, they will be compensated at their normal rate of pay for the holiday plus one and one-half times their base rate for the time that they work. Employees may use accrued PTO to take off holidays not observed by the company. Unpaid time off will also be granted to employees observing religious holidays if PTO is unavailable.
Leave out the first paragraph if annual vacation leave varies by position, seniority, or if employees are able to negotiate additional vacation during the hiring process. Also, be aware that some states require vacation pay to be paid out upon termination.
Each full-time employee may take vacation with full pay at such time as is mutually agreed upon between the employee and management. After one year of full-time employment, the employee accrues five working days of paid vacation annually; after two years, 10 days; after five years, 15 days; and after 10 years, 20 days.
Full-time employees may carry over up to [X] days of vacation leave per calendar year. If not used, the remaining vacation time will be forfeited. Please check with your supervisor prior to making vacation plans.
If you plan to take vacation during a popular travel time such as vacation or near a holiday, it is recommended that you provide as much advance notice as possible, as vacation requests are approved on a first-come-first-serve basis. While it is common to provide paid leave to employees for Jury Duty service, it may not be required. Check the applicable state laws to determine if you need to pay employees serving jury duty.
If you are not required to provide paid leave, you may elect to modify this template to state that employees can use PTO during their jury duty service dates. The company encourages you to fulfill your right and duty as a citizen when you are called for jury duty. Time off will be granted for the duration of your jury duty. Please provide your jury duty summons to your supervisor as soon as possible so that proper arrangements can be made to cover your absence.
You will receive your full salary for time spent on jury duty up to [X] business days. You will also be eligible for employee benefits as if you were actively employed during the full course of your jury duty.
In the event that you are dismissed from jury duty early on any given day, you must report to work for the remainder of the workday. Bereavement leave, in contrast to the other forms of leave included, is not required by law. However, it is common for businesses to voluntarily grant it. Exceptions may be granted by management under extenuating circumstances when requested by the employee.
Please speak with your manager or a member of human resources to request bereavement leave or to seek an exception to the above-listed policy. Federal law requires that companies provide leave to members of the armed forces, and as such, it is a good idea to include military leave within your leave policies section of your employee handbook. Most frequently, short-term military leave will be requested by employees enlisted in the Reserves or National Guard while maintaining employment with your company.
The company will supplement pay for up to two weeks per year for employees serving temporary military duty. For active duty such as during the war with Iraq or enlistment, leave will be unpaid. Upon your return from military service, you may be eligible for reinstatement as provided in the Uniformed Services Employment and Reemployment Rights Act.
Members of a Military Reserve or National Guard unit may have an annual training period. When an employee receives orders for such training, he or she should promptly notify the supervisor, detailing the duration of the required service. Regular pay minus military pay received for regularly scheduled workdays will be provided for up to two weeks. If an employee so desires, he or she may use vacation time for military service.
Any additional time needed for military service will be a leave of absence without pay. Should an employee be required to take an extended leave without pay to fulfill his or her military duty, eligibility for reinstatement after military duty or training is completed is determined in accordance with applicable federal and state laws.
T ime off for voting is required in many but not all states. Check your state and local laws to see whether time off for voting is required, whether it must be paid time off, and any notice requirements. Employees will be given two hours off when necessary to vote in federal, local, or state elections. If you believe that you will not have sufficient time outside of work hours to vote, please notify your manager or the HR department at least 48 hours prior to election day.
Full-time employees accrue one day of paid sick leave at the end of each month, beginning with the first month of employment. Sick leave may be taken for any bona fide reason. Up to [X] days of unused sick leave may be carried over from one calendar year to the next.
Each employee is allowed a maximum of [X] sick days in any calendar year. Unused accrued sick leave will not be paid out upon termination. The Family Medical Leave Act FMLA applies to private employers with over 50 employees within 75 miles, public agencies, and elementary and secondary schools. If you run a small business you may not be subject to FMLA yet.
FMLA -eligible employees may take unpaid leaves of absence for the following reasons:. Family leave. The birth of your child or the placement of a child in your home for adoption or foster care. FMLA family leave must conclude within 12 months after the birth or placement of your child. Medical leave for yourself or family care.
A serious medical condition of yourself or a family member child, spouse, parent or one who stood in place of a parent. A serious health condition is an illness, injury, impairment, or physical or mental condition that involves inpatient care, treatment, or supervision by a health care provider.
A serious health condition includes any period of incapacity due to pregnancy or for prenatal care. Any paid leave to which the employee is entitled at the time of the leave must be taken as part of the week leave, with the remainder of the leave unpaid.
In other words, if the employee is entitled to two paid weeks of vacation plus five sick days when he or she goes on leave and takes the full 12 weeks off, the employee will be paid for the first three weeks of leave and take the remaining nine weeks without pay.
You may take up to a total of 12 workweeks for family or medical leave in any month period. A month period is determined by reviewing the 12 months prior to the date the requested leave is to begin. Eligibility: If you are an active employee, you are eligible for family and medical leave unless you have worked less than 1, hours during the month period before the leave is to commence.
Procedures: After discussing your need for leave with your manager or supervisor, you should submit any request for an FMLA leave to the Human Resources Department at least 30 days prior to the date you wish to begin the leave if the need for leave is foreseeable.
Medical certification: Employees taking FMLA medical leave for self or family care must submit a medical certification to human resources. Benefits and job continuation: All benefits, if you elect, will continue through the leave period. You must continue to contribute your share of any medical and insurance premiums. If you are using paid leave i.
Vacation and sick leave will not accrue during any unpaid leave, and you will not be paid for holidays that occur during your leave. When you return from FMLA leave , you will be restored to the same or an equivalent job position, unless your position has been affected by a reduction in force, reorganization or other change that would have occurred had you not been on leave.
FMLA medical leave may be taken intermittently or on a reduced work schedule when medically necessary, subject to medical certification.
In such circumstances, [Company Name] may temporarily transfer you to an alternative position for which you are qualified and that better accommodates the recurring periods of leave. If a transfer is made, your pay and benefits will not be reduced. Many states require employers to grant leave to those experiencing or escaping domestic violence. Even if it is not required, you may grant this at your discretion.
Their employee handbook focuses on getting their employees aligned with their mission on helping people who take pride in their homes hire people who take pride in their work. Their pages extensive handbook is an example of its dedication to culture.
Education First has created an elementary and adorable employee handbook that everyone would want to read. They used humorous illustrations throughout the handbook to keep the readers engaged. This one is balanced between legal policies and company culture. It covers the legal part in the first section and about the work culture at Disqus in the second.
This is one of the better-designed handbooks out of the list, created by PeopleHR. These employee handbook examples are the epitome of simple yet effective. All of these employee handbook samples shared above have found ways to make themselves engaging.
A great employee handbook should communicate your core values, house rules, procedures, and company culture as directly as possible. It should be a brilliant onboarding tool for new hires and a great reference tool for existing employees who need reminders on company policies.
If you want your handbook to be memorable, it should be. Find ways to make it memorable. From company mission statement and company history to company values, vacation policy, sick leave and employee benefits, a good HR company handbook should have it all. If you want to be able to answer these questions easily for your new hires, try AirMason Handbook Builder. Get beautifully designed handbook templates, create all the content in a jiffy by answering a few questions and easily share it with your employees using a link or as a PDF.
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