This document is a draft employee handbook for a medium to large company with over 100 employees. It provides concise summaries of key company policies including attendance, time off, benefits, conduct, and procedures. The handbook is intended to clearly address common questions employees may have regarding working at the company and serve as a reference for employment policies and practices.
This document provides recommendations to improve business processes at Prestonwood Country Club. It identifies several health and safety concerns, such as lack of sanitation procedures for the golf ball cleaning machine, and risks associated with lifting heavy objects. It recommends emptying and cleaning the golf ball cleaner daily and implementing safe lifting techniques. The document also suggests improvements to new employee training, grouping tasks to increase efficiency, implementing inventory forecasting to prevent stockouts, and conducting time studies to optimize workflows.
The video provides an overview of LA Couriers Inc.'s employment policies, including compensation, standards and expectations, and benefits. Employees are at-will and must adhere to attendance, scheduling, and overtime policies. The workweek begins on Monday, and paid holidays are provided. New employees have a 90-day introductory period before becoming regular full-time or part-time.
The handbook outlines the company's policies on employment terms, compensation, benefits, and general workplace procedures to acquaint employees with their responsibilities and conditions of work. It covers topics such as recruitment, promotions, holidays, overtime pay, and use of technology and phone to maintain a productive and professional work environment. The handbook is intended to answer common employee questions and serve as a reference guide alongside any additional department-specific procedures.
This document summarizes the employee handbook for the State of Tennessee Department of Human Resources. It provides information on compensation including pay periods, deductions, longevity pay, overtime, and compensatory time. It outlines employee benefits such as insurance, retirement, deferred compensation, and leave time including annual leave, sick leave, family leave, and other types of leave. It details general personnel practices regarding equal employment, performance management, promotions, and employee conduct policies.
Oculus VR extends an offer of employment to Stuart Trautenberg for the position of executive recruiter. The offer includes a starting salary of $150,000 per year, two weeks of vacation, and eligibility to participate in health insurance and other benefit plans. Stuart would also be granted an opportunity to purchase up to 2,000 shares of company stock and additional shares based on new employees hired in the first year. The offer is contingent on background checks and will remain open until November 9, 2012.
The document discusses various types of termination of employment and the conditions around each. It begins by stating that work is meant for humans, not the other way around, and that workers acquire rights to their jobs after years of service. It then discusses the three broad types of termination: by the employer, by the employee, and automatic termination. Under employer termination it discusses disciplinary termination, termination due to ill health, and retrenchment. It provides details on the processes and conditions around notice periods, compensation, and more for each type of termination.
This document is an employee handbook for [Company Name] that outlines company policies and procedures. It states that employment is at-will and can be terminated by either party at any time. It also covers policies regarding equal opportunity, business ethics, personal relationships, customer service, and the nature of employment. The handbook is intended to inform employees of their responsibilities and company benefits and programs.
The document outlines Archimedia's policies regarding uniforms. It specifies the uniform items provided to different employee types including technicians, sales and operations staff, and on-site staff. It details acceptable and unacceptable styles, colors, and materials for items like shirts, trousers, skirts, shoes, and accessories. The policy aims to ensure a high standard of personal presentation and that current uniforms are always worn and well-maintained during work hours. Line managers are responsible for enforcing the guidelines and addressing any issues.
This document provides recommendations to improve business processes at Prestonwood Country Club. It identifies several health and safety concerns, such as lack of sanitation procedures for the golf ball cleaning machine, and risks associated with lifting heavy objects. It recommends emptying and cleaning the golf ball cleaner daily and implementing safe lifting techniques. The document also suggests improvements to new employee training, grouping tasks to increase efficiency, implementing inventory forecasting to prevent stockouts, and conducting time studies to optimize workflows.
The video provides an overview of LA Couriers Inc.'s employment policies, including compensation, standards and expectations, and benefits. Employees are at-will and must adhere to attendance, scheduling, and overtime policies. The workweek begins on Monday, and paid holidays are provided. New employees have a 90-day introductory period before becoming regular full-time or part-time.
The handbook outlines the company's policies on employment terms, compensation, benefits, and general workplace procedures to acquaint employees with their responsibilities and conditions of work. It covers topics such as recruitment, promotions, holidays, overtime pay, and use of technology and phone to maintain a productive and professional work environment. The handbook is intended to answer common employee questions and serve as a reference guide alongside any additional department-specific procedures.
This document summarizes the employee handbook for the State of Tennessee Department of Human Resources. It provides information on compensation including pay periods, deductions, longevity pay, overtime, and compensatory time. It outlines employee benefits such as insurance, retirement, deferred compensation, and leave time including annual leave, sick leave, family leave, and other types of leave. It details general personnel practices regarding equal employment, performance management, promotions, and employee conduct policies.
Oculus VR extends an offer of employment to Stuart Trautenberg for the position of executive recruiter. The offer includes a starting salary of $150,000 per year, two weeks of vacation, and eligibility to participate in health insurance and other benefit plans. Stuart would also be granted an opportunity to purchase up to 2,000 shares of company stock and additional shares based on new employees hired in the first year. The offer is contingent on background checks and will remain open until November 9, 2012.
The document discusses various types of termination of employment and the conditions around each. It begins by stating that work is meant for humans, not the other way around, and that workers acquire rights to their jobs after years of service. It then discusses the three broad types of termination: by the employer, by the employee, and automatic termination. Under employer termination it discusses disciplinary termination, termination due to ill health, and retrenchment. It provides details on the processes and conditions around notice periods, compensation, and more for each type of termination.
This document is an employee handbook for [Company Name] that outlines company policies and procedures. It states that employment is at-will and can be terminated by either party at any time. It also covers policies regarding equal opportunity, business ethics, personal relationships, customer service, and the nature of employment. The handbook is intended to inform employees of their responsibilities and company benefits and programs.
The document outlines Archimedia's policies regarding uniforms. It specifies the uniform items provided to different employee types including technicians, sales and operations staff, and on-site staff. It details acceptable and unacceptable styles, colors, and materials for items like shirts, trousers, skirts, shoes, and accessories. The policy aims to ensure a high standard of personal presentation and that current uniforms are always worn and well-maintained during work hours. Line managers are responsible for enforcing the guidelines and addressing any issues.
Labor & Employment Law: A primer for your clientsKymStuart
This document provides a summary of key US employment and labor laws, including:
- Title VII prohibits discrimination based on characteristics like race and sex. The Equal Pay Act prohibits wage discrimination.
- The ADA prohibits disability discrimination and requires reasonable accommodations.
- FMLA provides unpaid leave for qualified medical/family reasons. COBRA requires offering continued health coverage.
- FLSA governs minimum wage, overtime pay and recordkeeping. State law also regulates employment matters.
- Policy manuals and arbitration agreements require careful drafting to avoid implied contracts or unconscionability issues.
The document discusses various types of termination of employment. It begins by stating that human work is for human persons, not the other way around, and that workers acquire property rights to their jobs after years of service. It then discusses different types of termination initiated by employers, employees, and automatic termination. It provides details on disciplinary termination, retrenchment, termination due to ill health, resignation, and retirement. The document also addresses questions around valid processes for termination and when an employer can take disciplinary action.
Techspecialist is a leading management and technology consulting firm providing customized solutions to public sector, financial, and communications clients. It has a diverse team of experienced consultants and partners with other technology firms. The document provides an employee handbook covering company policies on dress code, holidays, leave, safety, and use of equipment. It aims to clarify responsibilities and communicate Techspecialist's interest in employees' welfare.
1) The document is a letter of appointment from Addukes Corporations offering Abhay Shukla a position as a Customer Care Representative.
2) Abhay Shukla will start on November 24th and receive an initial monthly salary of 8,500 rupees for a 30 day training period. Upon completion, he will receive an annual package of 1.44 lakh rupees.
3) The letter details the terms of employment including working hours, probation period, intellectual property rights, confidentiality, leave policies, and grounds for termination.
Unit 20 - Assignment 2, P3, M2 and D2 WORKColette Gould
This document discusses human resource procedures in hospitality businesses, including appraisal, grievance, disciplinary, and termination procedures. It provides details on these procedures from both the business and employee perspective using TGI Friday's as an example. The document also assesses the effectiveness of TGI Friday's human resource procedures in following relevant legislation regarding recruitment and selection, ensuring equal rights are followed. It describes how TGI Friday's recruits and selects employees of various ages, cultures and nationalities, showing effectiveness in both policy and practice.
In our seminar, we look at the three big r's of workplace change: restructure, redeployment and redundancy, and the obligations of employers under relevant legislation.
This document provides an employee handbook that outlines the personnel policies, rules, regulations, and code of conduct for a company. It discusses employment status and movement within the company. It details regular work hours, leaves, benefits, and compensation for employees. Finally, it establishes rules of conduct and potential disciplinary actions for violations. The handbook aims to introduce new employees to the company and its expectations while clarifying employment terms and conditions.
This document provides a customizable employee handbook template obtained from the Small Business Administration website. It includes sections on introduction, employee status definitions, employment policies, standards of conduct, compensation policies, benefits, and employee communications. The template can be modified to include a company's specific policies and comply with relevant laws.
This letter details the terms of employment for an individual who has been appointed to the position of [Designation] in the Accounts department of M/S RICHA INDUSTRIES LTD. The letter outlines the appointment details including an initial probationary period of 6 months, compensation including salary and benefits, responsibilities of the role, policies around conflicts of interest and non-disclosure of confidential information, and notice periods for termination of employment. The individual is required to sign acknowledging acceptance of these terms and conditions.
Placement involves determining the specific department or section where a new employee will be assigned based on their abilities, aptitudes, and interests. Issues can arise if a supervisor lacks knowledge about an employee's talents or if inaccurate information is used for placement. Placement is an experimental step that matches job demands with what the employee can offer and do, and influences their motivation and performance. To resolve issues, companies may use probationary periods, contract work, job rotations, or reference checks from prior employers and education.
The document discusses issues around employee dissatisfaction and how proactive companies can address potential problems to create a positive work environment. It provides a scenario where an employee, Larry, does not receive proper overtime pay despite documenting the hours worked. The scenario is meant to demonstrate how to determine the cause, propose solutions, and evaluate the situation from an expert perspective.
Work can be any activity requiring effort, while employment refers to work done in exchange for payment. Unemployment occurs when people seeking paid work cannot find suitable jobs. Reasons for unemployment include recessions, business closures, technological changes, and fewer jobs in agriculture. The government aims to reduce unemployment through benefits, retraining programs, and encouraging job creation and sharing. The labor force comprises those available for work, including the employed and unemployed but not retired, in education, or not wishing to work.
The document discusses the importance of onboarding new employees effectively. It notes that 42% of new employees leave within the first year, costing companies significantly in replacement expenses. A successful onboarding process engages the new employee before, during, and after the first day on the job through orientation, training, mentorship, and goal setting to facilitate assimilation into the company culture and maximize retention. The author advocates for scripting the first 90 days to optimize the transition period and return on investment in the new hire.
Placement involves assigning accepted job candidates to suitable roles based on their abilities and job demands. Proper placement helps improve employee morale and performance while reducing turnover. Misplacement can be addressed through training or alternative roles. Induction welcomes new hires and acclimates them to their work, while socialization helps them learn organizational norms and values. Separation occurs when employment ends, either voluntarily like resignation or retirement, or involuntarily through dismissal. Exit interviews identify resignation causes to prevent avoidable losses.
This document is the employee handbook for Eskimo Hut (Valley Mills), outlining various employment policies and procedures. It defines different employee classifications such as General Manager, Assistant General Manager, Marketing Manager, Shift Leader, and Customer Service Representative. The handbook covers topics such as equal employment, confidentiality, training, records, immigration, religious accommodation, smoking, payroll, attendance, discipline, theft, dress code, safety, substance abuse, benefits, time off, leaves of absence, and frozen drink policies. It establishes an at-will employment relationship and requires arbitration for disputes.
The document summarizes key labour and factory legislations in India, including the Factories Act, 1948, Payment of Wages Act, 1936, Maternity Benefit Act, 1961, Minimum Wages Act, 1948, Payment of Bonus Act, 1965, and Payment of Gratuity Act, 1972. It outlines provisions around working hours, leaves, wages, bonuses, safety standards, and welfare measures that factories must comply with to protect workers' rights.
This document is the employee handbook for ProTeam Janitorial. It provides an overview of company policies and procedures across various topics such as equal employment, harassment, drug and alcohol use, attendance, timekeeping, dress code, company property, personnel files, classifications, discipline, health and safety, and termination. Key policies include at-will employment, a prohibition on discrimination and harassment, requirements for regular attendance and notifying supervisors of any schedule changes or absences, and designating company property and facilities for work use only. The handbook establishes ProTeam Janitorial's expectations for conduct and makes clear that violations can result in disciplinary action up to and including termination.
Letter of intent loi appointment letteraccountage_hr
The document is a letter from Account Age InfoTech Pvt Ltd offering an internship or placement to a candidate. It details:
1) The candidate has been selected for a 1-2 month unpaid internship/training in finance, accounts or HR followed by potential job placement.
2) Terms include a Rs. 4,500 training fee and requirement to pay 15 days of first month's salary as placement fees if placed through Account Age.
3) Upon completion, candidates will receive a certificate and letter of recommendation and be eligible for placement in entry-level jobs with salaries between Rs. 8,000-15,000 per month.
4) Account Age provides recruitment and staffing services
A short action learning style workshop to help you learn how to protect the high investment made in people newly appointed to roles in your organisation. Reducing the risks of employee attrition and maximising discretionary effort in your strive for high employee performance
This document compares mutual insurance companies to stock insurance companies. Mutual companies are owned by their policyholders while stock companies are owned by shareholders. The document notes that the companies shown are generally large, highly rated, diversified firms that are financially strong, and the seedings are based on current ratings. However, the material only represents the author's opinion and is not intended as advice.
1) Stagflation, a period of high inflation combined with high unemployment and slow economic growth, is returning and poses challenges for retirement plans.
2) Lessons from the 1970s stagflation include that rising inflation increased pension costs while slowing economic growth made higher costs difficult for businesses to bear.
3) Changes since then, like new plan designs, funding rules, and investment strategies can help plan sponsors better navigate a new period of stagflation.
Labor & Employment Law: A primer for your clientsKymStuart
This document provides a summary of key US employment and labor laws, including:
- Title VII prohibits discrimination based on characteristics like race and sex. The Equal Pay Act prohibits wage discrimination.
- The ADA prohibits disability discrimination and requires reasonable accommodations.
- FMLA provides unpaid leave for qualified medical/family reasons. COBRA requires offering continued health coverage.
- FLSA governs minimum wage, overtime pay and recordkeeping. State law also regulates employment matters.
- Policy manuals and arbitration agreements require careful drafting to avoid implied contracts or unconscionability issues.
The document discusses various types of termination of employment. It begins by stating that human work is for human persons, not the other way around, and that workers acquire property rights to their jobs after years of service. It then discusses different types of termination initiated by employers, employees, and automatic termination. It provides details on disciplinary termination, retrenchment, termination due to ill health, resignation, and retirement. The document also addresses questions around valid processes for termination and when an employer can take disciplinary action.
Techspecialist is a leading management and technology consulting firm providing customized solutions to public sector, financial, and communications clients. It has a diverse team of experienced consultants and partners with other technology firms. The document provides an employee handbook covering company policies on dress code, holidays, leave, safety, and use of equipment. It aims to clarify responsibilities and communicate Techspecialist's interest in employees' welfare.
1) The document is a letter of appointment from Addukes Corporations offering Abhay Shukla a position as a Customer Care Representative.
2) Abhay Shukla will start on November 24th and receive an initial monthly salary of 8,500 rupees for a 30 day training period. Upon completion, he will receive an annual package of 1.44 lakh rupees.
3) The letter details the terms of employment including working hours, probation period, intellectual property rights, confidentiality, leave policies, and grounds for termination.
Unit 20 - Assignment 2, P3, M2 and D2 WORKColette Gould
This document discusses human resource procedures in hospitality businesses, including appraisal, grievance, disciplinary, and termination procedures. It provides details on these procedures from both the business and employee perspective using TGI Friday's as an example. The document also assesses the effectiveness of TGI Friday's human resource procedures in following relevant legislation regarding recruitment and selection, ensuring equal rights are followed. It describes how TGI Friday's recruits and selects employees of various ages, cultures and nationalities, showing effectiveness in both policy and practice.
In our seminar, we look at the three big r's of workplace change: restructure, redeployment and redundancy, and the obligations of employers under relevant legislation.
This document provides an employee handbook that outlines the personnel policies, rules, regulations, and code of conduct for a company. It discusses employment status and movement within the company. It details regular work hours, leaves, benefits, and compensation for employees. Finally, it establishes rules of conduct and potential disciplinary actions for violations. The handbook aims to introduce new employees to the company and its expectations while clarifying employment terms and conditions.
This document provides a customizable employee handbook template obtained from the Small Business Administration website. It includes sections on introduction, employee status definitions, employment policies, standards of conduct, compensation policies, benefits, and employee communications. The template can be modified to include a company's specific policies and comply with relevant laws.
This letter details the terms of employment for an individual who has been appointed to the position of [Designation] in the Accounts department of M/S RICHA INDUSTRIES LTD. The letter outlines the appointment details including an initial probationary period of 6 months, compensation including salary and benefits, responsibilities of the role, policies around conflicts of interest and non-disclosure of confidential information, and notice periods for termination of employment. The individual is required to sign acknowledging acceptance of these terms and conditions.
Placement involves determining the specific department or section where a new employee will be assigned based on their abilities, aptitudes, and interests. Issues can arise if a supervisor lacks knowledge about an employee's talents or if inaccurate information is used for placement. Placement is an experimental step that matches job demands with what the employee can offer and do, and influences their motivation and performance. To resolve issues, companies may use probationary periods, contract work, job rotations, or reference checks from prior employers and education.
The document discusses issues around employee dissatisfaction and how proactive companies can address potential problems to create a positive work environment. It provides a scenario where an employee, Larry, does not receive proper overtime pay despite documenting the hours worked. The scenario is meant to demonstrate how to determine the cause, propose solutions, and evaluate the situation from an expert perspective.
Work can be any activity requiring effort, while employment refers to work done in exchange for payment. Unemployment occurs when people seeking paid work cannot find suitable jobs. Reasons for unemployment include recessions, business closures, technological changes, and fewer jobs in agriculture. The government aims to reduce unemployment through benefits, retraining programs, and encouraging job creation and sharing. The labor force comprises those available for work, including the employed and unemployed but not retired, in education, or not wishing to work.
The document discusses the importance of onboarding new employees effectively. It notes that 42% of new employees leave within the first year, costing companies significantly in replacement expenses. A successful onboarding process engages the new employee before, during, and after the first day on the job through orientation, training, mentorship, and goal setting to facilitate assimilation into the company culture and maximize retention. The author advocates for scripting the first 90 days to optimize the transition period and return on investment in the new hire.
Placement involves assigning accepted job candidates to suitable roles based on their abilities and job demands. Proper placement helps improve employee morale and performance while reducing turnover. Misplacement can be addressed through training or alternative roles. Induction welcomes new hires and acclimates them to their work, while socialization helps them learn organizational norms and values. Separation occurs when employment ends, either voluntarily like resignation or retirement, or involuntarily through dismissal. Exit interviews identify resignation causes to prevent avoidable losses.
This document is the employee handbook for Eskimo Hut (Valley Mills), outlining various employment policies and procedures. It defines different employee classifications such as General Manager, Assistant General Manager, Marketing Manager, Shift Leader, and Customer Service Representative. The handbook covers topics such as equal employment, confidentiality, training, records, immigration, religious accommodation, smoking, payroll, attendance, discipline, theft, dress code, safety, substance abuse, benefits, time off, leaves of absence, and frozen drink policies. It establishes an at-will employment relationship and requires arbitration for disputes.
The document summarizes key labour and factory legislations in India, including the Factories Act, 1948, Payment of Wages Act, 1936, Maternity Benefit Act, 1961, Minimum Wages Act, 1948, Payment of Bonus Act, 1965, and Payment of Gratuity Act, 1972. It outlines provisions around working hours, leaves, wages, bonuses, safety standards, and welfare measures that factories must comply with to protect workers' rights.
This document is the employee handbook for ProTeam Janitorial. It provides an overview of company policies and procedures across various topics such as equal employment, harassment, drug and alcohol use, attendance, timekeeping, dress code, company property, personnel files, classifications, discipline, health and safety, and termination. Key policies include at-will employment, a prohibition on discrimination and harassment, requirements for regular attendance and notifying supervisors of any schedule changes or absences, and designating company property and facilities for work use only. The handbook establishes ProTeam Janitorial's expectations for conduct and makes clear that violations can result in disciplinary action up to and including termination.
Letter of intent loi appointment letteraccountage_hr
The document is a letter from Account Age InfoTech Pvt Ltd offering an internship or placement to a candidate. It details:
1) The candidate has been selected for a 1-2 month unpaid internship/training in finance, accounts or HR followed by potential job placement.
2) Terms include a Rs. 4,500 training fee and requirement to pay 15 days of first month's salary as placement fees if placed through Account Age.
3) Upon completion, candidates will receive a certificate and letter of recommendation and be eligible for placement in entry-level jobs with salaries between Rs. 8,000-15,000 per month.
4) Account Age provides recruitment and staffing services
A short action learning style workshop to help you learn how to protect the high investment made in people newly appointed to roles in your organisation. Reducing the risks of employee attrition and maximising discretionary effort in your strive for high employee performance
This document compares mutual insurance companies to stock insurance companies. Mutual companies are owned by their policyholders while stock companies are owned by shareholders. The document notes that the companies shown are generally large, highly rated, diversified firms that are financially strong, and the seedings are based on current ratings. However, the material only represents the author's opinion and is not intended as advice.
1) Stagflation, a period of high inflation combined with high unemployment and slow economic growth, is returning and poses challenges for retirement plans.
2) Lessons from the 1970s stagflation include that rising inflation increased pension costs while slowing economic growth made higher costs difficult for businesses to bear.
3) Changes since then, like new plan designs, funding rules, and investment strategies can help plan sponsors better navigate a new period of stagflation.
Pension Risk Transfer Index: February 2013Jay Dinunzio
The Dietrich Pension Risk Transfer Index was designed to track the relative attractiveness of annuitizing accrued pension obligations by considering the funded status level, current and historical annuity rates, and annuity rates compared to treasury and corporate bonds. In February 2013, the index level was 87.61, driven upward for the third month in a row primarily by an increase in average pension plan funded status. The annuity discount rate embedded in the index rose to 2.61%.
The 2013 State of the Pension Risk Transfer Market document summarizes key trends in the pension risk transfer market. It shows that annuity settlement rates have increased over the past year and three years. It also shows that LDI glidepaths and voluntary lump sum windows are increasingly being used as pension de-risking strategies. Over 60% of frozen pension sponsors view transferring pension risk as their long term objective through annuity buyouts, which saw a 3600% increase in sales from 2011 to 2012.
Pension Risk Transfer Index; March 2013Jay Dinunzio
The Dietrich Pension Risk Transfer Index was designed to benchmark the attractiveness of annuitizing accrued pension obligations. It considers three key factors: the funded status level, current and historical annuity rates, and annuity rates compared to treasury and corporate bonds. In March 2013, the index level was 87.98, relatively unchanged from the prior month due to flat pension funding levels offset by a slight decrease in annuity discount rates and increase in interest rate spreads.
Pension Risk Transfer Index: January 2013Jay Dinunzio
The Dietrich Pension Risk Transfer Index tracks the relative attractiveness of annuitizing accrued pension obligations by considering the funded status level, current and historical annuity rates, and annuity rates versus treasury and corporate bonds. In January 2013, the index level was 84.92, indicating annuitization should be monitored. The index was driven upward primarily because older, higher interest rate years fell out of the historical annuity rate calculations, raising the annuity discount rate proxy in the index to 2.54%.
This document outlines various company policies including organizational structure, dress code, employee discipline, company philosophy, employee background checks, employee suggestions, equal employment opportunity, health insurance, vacation days, overtime, medical plans, job training, job postings, job descriptions, and teamwork. It provides details on progressive discipline procedures, benefits offered, training programs, and encouraging employee suggestions and participation in open positions. The goal is to maintain clear guidelines while allowing flexibility based on employee and business needs.
This is a quick presentation on putting together a janitorial training manual or handbook, this can be used for janitorial, carpet cleaning and commercial cleaning services.
The purpose of this sample is to share some topics and general information to include in an employee training manual.
This training manual is a simple way to describe the expectations of our team members and outline the policy and procedures we follow to provide the absolute best service experience possible.
All associates are expected to become familiar with the contents of this handbook in the first 30 days of employment and share all questions they may have with management.
In any service organization, customer relations are our most asset. Every associate representing Commercial Cleaning Company needs to be aware of every action we take with our customers and the public at large
This document provides a guide to common HR terminology or "jargon" organized alphabetically from A to Z. It defines terms related to absence, annual leave, background checks, benefits, bullying, coaching, compassionate leave, constructive dismissal, discrimination, discipline, flexible working, grievances, harassment, health and safety, hiring processes, leave, performance reviews, and termination of employment. The guide aims to educate readers on HR terms and processes in plain English.
This document provides information about Agape Healthcare Systems, including its history, contact information, hours of operation, holidays, licenses, services offered, personnel policies, and compensation details. The agency was founded in 2001 and is licensed by the North Carolina Department of Health. It offers in-home aide services, nursing care, and HIV testing. The document outlines policies regarding attendance, conduct, dress code, substance abuse, and workplace safety.
Human Resources Insight - Termination- Training ManualLaura Lee
This document provides guidance on properly handling employee terminations. It discusses the different types of terminations including administrative, voluntary, and involuntary. It outlines the importance of progressive discipline and having just cause for termination to avoid wrongful dismissal claims. The document provides details on conducting exit interviews, planning termination meetings, severance packages, and adhering to employment laws and regulations. The overall message is that terminations require careful preparation, documentation, treating employees with dignity, and ensuring compliance with legal standards.
WelcomeCongratulations on your appointment and welcome to the team.docxphilipnelson29183
Welcome
Congratulations on your appointment and welcome to the team at {Business Name}! We are excited that you have decided to join us and look forward to a long, happy and successful partnership together. Our business is primarily about {insert relevant sentence such as delivering exceptional customer service}. You have been hired because we believe you can help us to deliver these high levels of customer satisfaction. We want to ensure that your interactions with other {Business Name} employees and our customers will reflect the value that {Business Name} places on {insert relevant information such as people, teamwork, bottom up management and our commitment to superior customer service}.
The purpose of this handbook is to introduce you to the {Business Name}, give you some information about our history, our clients and what we do. You will also find information about your terms and conditions and employment, our expectations around your behavior and our policies and procedures. This handbook should be read in conjunction with your Contract of Employment.
This Handbook has been developed to act as a resource and reference for you. The policies within this Handbook are easily listed and accessed via {www.christinaeducation.com.au}. This Handbook will be updated as required as our business evolves and grows. You will be notified of any changes as they occur. If you have any questions about the content, please do not hesitate to contact {Contact Name} on {08 8XXX XXXX}.
Once again, welcome to our team and all the very best for your future {Business Name}.
Kind regards
{your name}
{position}Our Company History and General Information
Guidance: In this section, you should explain how your business started and how it has evolved into the business it is today, don’t be afraid to tell your personal story so that people can buy in to your vision and values. Below is an example to get you started.
Example
The story of Christina Education starts in 2008 when Christina Lee saw a gap in the South Australia market for quality education services. There was a need for more practical, service focused providers who were willing to partner and grow with businesses and take on a role of a trusted higher education advisor.
Since 2008 Christina Education now works with over 50 vocational education providers in South Australia across all industries.
Christina Education aims to at all times maintain the upmost levels of service for our customers and strives for success of Business Services within the Higher education industry.Our mission, vision & values
Guidance: It is important to communicate your purpose for success. This includes where you are headed and the expected values and behaviours you want your people to demonstrate on the way.Mission Statement:
to help our clients build and develop sustainable, profitable businesses.Vision Statement:
Our aim is to be:
· Known for high quality outcomes
· Known for growth strategiesValues:
· Respected
· Trusted Adv.
This document provides strategies for companies to control unemployment costs such as properly documenting employee terminations and performance issues, following progressive discipline procedures, and auditing hiring practices. It advises being proactive by having strategies in place to minimize liability from unemployment claims. Terminating employees should only be done after exhausting other options and with thorough documentation of policy violations or performance problems.
The Employee Retention Handbook - by No-Fail HiringSteve Valtin
This document provides guidance on employee onboarding and retention. It discusses why employees often leave within the first 6 months, such as false expectations, lack of attention, and lack of appreciation. It then outlines an effective onboarding model that includes assigning a sponsor, preparing the employee's workspace prior to their start date, conducting orientation and training in the first week and months, and checking in regularly over the first year. The goal of onboarding is to help new employees feel connected to the organization, build relationships, and understand their role to reduce turnover.
This document outlines organizational policies and procedures for a startup business. It discusses determining hiring requirements, classifying employees, writing employment contracts, developing work schedules, disciplinary policies, and important business milestones. It also defines policies, procedures, employment requirements, employee orientation and training processes, performance reviews, promotions, transfers, and separations from employment. Guidelines are provided for personnel records, timekeeping, attendance, ethics, hygiene, and disciplinary actions. Finally, it discusses developing a Gantt chart project schedule.
Proper induction for new employees is important for several reasons:
1) It introduces the new employee to colleagues and stakeholders they will interact with as well as the organization's culture and practices.
2) Inadequate induction can lead to problems like poor performance, low job satisfaction, and even legal issues from unfair dismissal claims if employees are not properly trained.
3) Employers have legal obligations under health and safety laws to provide necessary training to employees so they can perform their work safely.
4) A well-planned induction process using checklists and timelines helps onboard new employees effectively and ensures both the employee and manager are clear on expectations.
This document provides a sample employee manual that can be customized for a company. It includes sections on introduction, employee status definitions, employment policies, standards of conduct, wage and salary policies, benefits, employee communications, and more. Employers can modify the details to reflect their own company policies and benefits. The document is intended as a starting point that can be edited extensively to create a customized employee handbook.
Induction and orientation are processes used to introduce new employees to an organization. Induction refers to formally welcoming a new employee and introducing them to the organization, its vision, policies, and coworkers. Orientation is a longer process that helps employees adjust to their new position and responsibilities through training. It is important for organizations to conduct induction and orientation programs to help new employees feel comfortable and integrated so they can efficiently accomplish organizational goals.
This document proposes an attendance policy for a company. It discusses the importance of attendance and the costs of absenteeism, including lost productivity, overtime pay, temporary worker costs, and lower morale. It recommends establishing a formal written policy that clearly outlines allowable absences and consequences. The proposed policy defines excused and unexcused absences, requires employees to notify their supervisor of any absences, and provides guidelines for disciplinary actions after multiple unexcused absences within a 12-month period, with termination possible after the 9th absence.
This document provides guidance on hiring workers and classifying employment relationships. It discusses the main types of labor relationships such as employees, independent contractors, interns, and volunteers. For employees, it covers exempt vs. non-exempt classifications and outlines the compensation and duties tests. It also discusses recruiting, interviewing, background checks, onboarding new hires, and various legal requirements around hiring and employment.
Presentation on induction and placementnaveen saini
This presentation discusses induction and placement processes. Placement involves assigning specific jobs, ranks, and responsibilities to candidates based on matching their qualifications to job requirements. Induction welcomes new employees and provides information to help them integrate into the organization by reducing fear and creating good impressions. The objectives of induction are to help new employees overcome nervousness in a new environment, provide necessary information, build confidence, reduce turnover and absenteeism, and develop loyalty. Formal orientation programs may be given to new employees after starting to further introduce company policies and procedures. Proper induction and placement processes are important for organizations to find and place the right employees in jobs.
This document discusses strategies for retaining valuable employees and separating from poor performers. It emphasizes establishing standardized disciplinary and separation processes based on principles of fairness and legal compliance. Progressive discipline is recommended to address issues before termination. High job satisfaction is important for retention and can be threatened by unclear job expectations, lack of growth opportunities, poor supervision/coworkers, or low pay. Exit interviews provide feedback on reasons for voluntary turnover.
KTwo Consulting provides executive search and placement services. Their philosophy focuses on understanding client needs, conducting thorough research to identify qualified candidates, and providing comprehensive assistance throughout the hiring process. Their methodology involves four phases: defining requirements, planning/research, recruiting/screening candidates, and presenting candidates to clients. Fees are structured using retainers or contingency to minimize client risk while ensuring quality service. KTwo also offers guarantees such as refunding retainers if insufficient candidates are provided or replacing candidates who leave within 60 days.
This document provides guidance on creating an employee handbook, outlining recommended sections and topics to cover. It recommends including a company overview with history, values, mission and culture. It also recommends sections on time off policies, employee behavior policies, benefits and important legal topics to protect the company. The goal is to set clear expectations and policies to help employees feel informed and supported.
Julie Sykes, of HR consultancy JCS HR, explains why having a thorough induction process is essential to ensure you receive the best from your new employee.
It is difficult to overstate the importance of a good induction. Many companies assume that once they have gone through a selection process and found the person they believe is right for their company and position, the recruitment process is complete.
The better the selection process, the better the chances that an employee will remain with the company, and good recruitment will ensure that not only have you found the right employee for the job, but also the company is the right one for the individual.
This document provides an informational report on Oakland's 2015 Classrooms2Careers program, which provided summer employment and career development opportunities to over 2,000 Oakland youth. It describes the program design, eligibility requirements, participating organizations, types of jobs and internships available, and the various public and private funding sources that supported the program. The report recommends that City Council accept this informational report on the 2015 Classrooms2Careers program outcomes.
Sun Grown Packaging has over 35 years of experience in the packaging industry. They produce resealable and child-resistant cannabis packaging that meets CRP requirements, is made entirely of recyclable and compostable materials, and is designed and manufactured in Northern California to help the cannabis industry grow responsibly. Their team leads through constant innovation, such as helping Monterey Mushrooms eliminate non-recyclable packaging and reduce waste.
Classrooms2Careers is a youth employment program led by Mayor Libby Schaaf that provides Oakland youth with real-world work experiences and opportunities through summer jobs, internships, and apprenticeships. The program connects youth to opportunities with local businesses and organizations like the Youth Employment Partnership, Lao Family Community Development, and Youth Uprising. Business owners are encouraged to get involved and support Oakland youth through work-based learning opportunities.
The Classrooms2Careers program in Oakland prepares students for careers by combining career-focused education with work experience. In the summer of 2015, events were held to kick off the program including a breakfast, career expo, and interviews between students and potential employers from local businesses and organizations. Over 50 groups participated in the career expo to educate students about opportunities in their fields and skills needed. The program launched with Mayor Libby Schaaf encouraging the students' internships that summer.
Mayor Libby Schaaf is inviting people to a Covered California enrollment event at Lake Chalet in Oakland on Sunday, February 15th, 2015 from 1pm to 5pm. The event is being co-hosted by the African-American ACA Enrollment Network to help people enroll in health insurance plans through Covered California.
The document provides guidelines for writing a letter of intent (LOI) to funders. An LOI should be concise and follow the basic elements of a full proposal within 3 pages. It should include: (1) a request for funding and reference to prior contact, (2) a brief description of the need for funding, (3) details about what the organization will do with the funds, (4) basic information about the organization, and (5) an appropriate budget and strong concluding statement. Additional required information may be attached. While shorter than a full proposal, an LOI still requires thorough preparation and represents the organization to funders.
This document outlines an eight-step process for developing employee performance plans that are aligned with organizational goals. It provides guidelines for writing performance elements and standards that focus on measuring accomplishments rather than activities or competencies. An example is given using a fable about two beekeepers - one measures activities like flowers visited while the other measures accomplishments like honey produced. Measuring accomplishments through elements like outputs and outcomes often improves organizational results compared to just measuring activities. A balanced scorecard approach is also recommended to provide a complete picture of performance.
Distinctive Personnel is proposing to provide staffing services to address RFP 32088. They are New York's oldest and largest Hispanic-owned staffing agency with over 17 million resumes. They offer temporary and permanent placement, on-site managed services, payroll services, and background checks. Key executives overseeing the proposal include the Founder and CEO Gonzalo Vergara, President Jean-Paul Renard, and Executive Vice President of Business Development Marty Martinez, who have extensive experience in staffing.
Distinctive Personnel is a Hispanic-owned staffing firm founded in 1983 that has offices across the United States. It implements a Vendor Managed Provider model that establishes strategic partnerships with vendors through mentoring and best practices development to improve staffing performance and quality. Rather than competing with vendors for staffing contracts, Distinctive Personnel provides support, guidance and a non-competitive environment to foster loyalty and excellence among its vendor partners.
Jacqueline Noguera is a highly skilled project leader with over 15 years of experience in proposal writing, grant writing, and project management. She has exceptional communication skills and has delivered numerous complex projects on time and within budget across various industries. Noguera received her MA from Hunter College and BA from the University of Michigan, and has honors from organizations such as Outstanding College Students of America.