The authoritative source for small business employee handbooks. Includes editable, customizable Word file for handbook.
Versions for six industries, including Offices, Contractors, Healthcare Providers, Manufacturers, Restaurants and Retailers.
Includes Handbook. Companion Forms, Employer's Poster Kit, Supervisor's Guide, Basic Safety Program and more.
Plus free membership to http://www.YourEmployeeHandbook.com for "Forever Access" to your purchase.
Hr Policy / Employee Catalogue - A template for your companyManeesh Garg
I have designed this HR policy in a way that it can be used as a template or model for designing employee rule book for any company. Data is taken from various sources. The company name used in this policy document is a dummy name and has no relation directly or indirectly with any company or individual.
To get a copy of this HR Policy, share your views about the document with your email id in Comments section... I keep on updating my presentations and documents. To ensure that you don't miss any update or new uploads don't forget to press the "FOLLOW" and "LIKE" button. You can also mail me at manigarg21@gmail.com
We, at “Neusource Process Outsource Private Limited”, a fastest growing Accounting & Business Consulting firm in India, carrying the single mission of corporate growth by consulting, coaching, training & supporting etc., by all means to the businesses & men working in those businesses, firmly believe that human resource is the single most precious asset of any organization. We continuously endeavor to keep the manpower motivated through various interventions for higher levels of quality and productivity.
We are committed to continual improvement and excellence in all our HR interventions through:
Strengthening a learning culture by effective training and development, total employee involvement, achieving high performance standards through performance management system and adherence to ethical values.
Providing avenues for growth and development by aptitude and need based cross functional mobility of employees to harness their full potential. Ensuring growth of each employee in the organization through a carefully worked out career advancement scheme. Implementing redeployment strategy for manpower optimization.
Developing and nurturing an organizational climate which encourages creativity and innovation.
Inducting appropriate quality of manpower and retaining them.
Making proactive efforts to maintain cordial relations and discipline among the whole team through a system of periodic interaction with employee collectives.
Laying down of all the employee related policies properly and following these transparently
Human Resource Consulting Proposal PowerPoint Presentation SlidesSlideTeam
Human Resource is regarded as one of the best assets of a company. Some companies, therefore, outsource the services of HR consultants to help them with the recruitment process and other tasks that an HR has to accomplish. If you are a company providing HR consulting services, and you are looking for ways to weave in new clients, then this HR consulting proposal template is just the right fit for you. Not only is this an attractive proposal to place your bid but it is also highly professional. This proposal is very beneficial when writing consultancy letters, explaining HR solutions, benefits, etc. Showcase the services you provide, your team members, their expertise, and other constituents using this template. Since this is a very professional PPT, it helps in providing a detailed overview of your project, process, investment, statement of work, package and all the necessary aspects of your business to your prospective clients. This template is designed with immaculate attention catering to all the needs and requirements of the user. You can flow your complete information in this template and highlight all the crucial services with ease. This comprehensive and well-structured proposal template will also help you in portraying as well as assessing your skills so that it best matches the requirements of your customers to inspire trust and loyalty in them. Designed with keen interest and thorough research, this slideshow will help you in shaping the customer's demands by providing complete information. This template is tailor-made to best fit your needs and requirements therefore, download it now to save your time and effort in creating an HR consulting proposal from scratch.
The document discusses an Employee Life Cycle (ELC) platform designed to support organizations in attracting, developing, and retaining talent. The ELC is customized for each organization's goals and supported by an SAP SuccessFactors system. It helps develop leaders to engage employees, resulting in a sustainable high performance organization. The ELC focuses on the entire employee journey from attracting talent through performance management, development, retention, and attrition. The goal is to connect people to a higher purpose and unleash their potential for business excellence.
Presenting this set of slides with name - Hr Induction Powerpoint Presentation Slides. This PPT deck displays fifty three slides with in depth research. Our topic oriented Hr Induction Powerpoint Presentation Slides presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographs for an inclusive and comprehensive Hr Induction Powerpoint Presentation Slides presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement.
HR-World is a Kenyan management consulting firm providing human resources and organizational development services. The document outlines HR-World's vision, mission, values and the various services it offers including organizational design, recruitment, performance management, training, and outsourced HR. It also provides details on HR-World's team of experienced consultants, why clients should choose HR-World, examples of its clients, bankers and legal advisors. The document serves as HR-World's company profile outlining its background and capabilities.
Recruitment and selection powerpoint presentationAndrew Schwartz
The document discusses recruitment and selection strategies. It outlines the program objectives which include becoming an expert in the employment process, creating an effective recruitment strategy, employing valuable recruitment methods, selecting the right employees through an objective process, benchmarking against competitors, and attaining higher retention rates. It then defines recruitment as the process of attracting, screening, and selecting candidates, and discusses using competencies to assess candidates. The remainder of the document provides guidance on developing a recruitment strategy including aligning stakeholders, considering market conditions, methods for recruiting, evaluating applications, interviews and references, making a final selection, assessing strategies, addressing legal issues, and next steps.
This document discusses employee induction, which is a process used by companies to introduce new employees to their roles and responsibilities, coworkers, and the organization. It involves providing information about the company's mission, terms of employment, job requirements, policies and procedures. An effective induction program helps new employees integrate smoothly, reduces costs from attrition, and improves productivity and morale. It should introduce the company culture and clarify policies, while avoiding providing too much information at once or creating unrealistic expectations. Done well, induction leads to positive outcomes, but poor induction can damage integration, productivity and the company's reputation.
Hr Policy / Employee Catalogue - A template for your companyManeesh Garg
I have designed this HR policy in a way that it can be used as a template or model for designing employee rule book for any company. Data is taken from various sources. The company name used in this policy document is a dummy name and has no relation directly or indirectly with any company or individual.
To get a copy of this HR Policy, share your views about the document with your email id in Comments section... I keep on updating my presentations and documents. To ensure that you don't miss any update or new uploads don't forget to press the "FOLLOW" and "LIKE" button. You can also mail me at manigarg21@gmail.com
We, at “Neusource Process Outsource Private Limited”, a fastest growing Accounting & Business Consulting firm in India, carrying the single mission of corporate growth by consulting, coaching, training & supporting etc., by all means to the businesses & men working in those businesses, firmly believe that human resource is the single most precious asset of any organization. We continuously endeavor to keep the manpower motivated through various interventions for higher levels of quality and productivity.
We are committed to continual improvement and excellence in all our HR interventions through:
Strengthening a learning culture by effective training and development, total employee involvement, achieving high performance standards through performance management system and adherence to ethical values.
Providing avenues for growth and development by aptitude and need based cross functional mobility of employees to harness their full potential. Ensuring growth of each employee in the organization through a carefully worked out career advancement scheme. Implementing redeployment strategy for manpower optimization.
Developing and nurturing an organizational climate which encourages creativity and innovation.
Inducting appropriate quality of manpower and retaining them.
Making proactive efforts to maintain cordial relations and discipline among the whole team through a system of periodic interaction with employee collectives.
Laying down of all the employee related policies properly and following these transparently
Human Resource Consulting Proposal PowerPoint Presentation SlidesSlideTeam
Human Resource is regarded as one of the best assets of a company. Some companies, therefore, outsource the services of HR consultants to help them with the recruitment process and other tasks that an HR has to accomplish. If you are a company providing HR consulting services, and you are looking for ways to weave in new clients, then this HR consulting proposal template is just the right fit for you. Not only is this an attractive proposal to place your bid but it is also highly professional. This proposal is very beneficial when writing consultancy letters, explaining HR solutions, benefits, etc. Showcase the services you provide, your team members, their expertise, and other constituents using this template. Since this is a very professional PPT, it helps in providing a detailed overview of your project, process, investment, statement of work, package and all the necessary aspects of your business to your prospective clients. This template is designed with immaculate attention catering to all the needs and requirements of the user. You can flow your complete information in this template and highlight all the crucial services with ease. This comprehensive and well-structured proposal template will also help you in portraying as well as assessing your skills so that it best matches the requirements of your customers to inspire trust and loyalty in them. Designed with keen interest and thorough research, this slideshow will help you in shaping the customer's demands by providing complete information. This template is tailor-made to best fit your needs and requirements therefore, download it now to save your time and effort in creating an HR consulting proposal from scratch.
The document discusses an Employee Life Cycle (ELC) platform designed to support organizations in attracting, developing, and retaining talent. The ELC is customized for each organization's goals and supported by an SAP SuccessFactors system. It helps develop leaders to engage employees, resulting in a sustainable high performance organization. The ELC focuses on the entire employee journey from attracting talent through performance management, development, retention, and attrition. The goal is to connect people to a higher purpose and unleash their potential for business excellence.
Presenting this set of slides with name - Hr Induction Powerpoint Presentation Slides. This PPT deck displays fifty three slides with in depth research. Our topic oriented Hr Induction Powerpoint Presentation Slides presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographs for an inclusive and comprehensive Hr Induction Powerpoint Presentation Slides presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement.
HR-World is a Kenyan management consulting firm providing human resources and organizational development services. The document outlines HR-World's vision, mission, values and the various services it offers including organizational design, recruitment, performance management, training, and outsourced HR. It also provides details on HR-World's team of experienced consultants, why clients should choose HR-World, examples of its clients, bankers and legal advisors. The document serves as HR-World's company profile outlining its background and capabilities.
Recruitment and selection powerpoint presentationAndrew Schwartz
The document discusses recruitment and selection strategies. It outlines the program objectives which include becoming an expert in the employment process, creating an effective recruitment strategy, employing valuable recruitment methods, selecting the right employees through an objective process, benchmarking against competitors, and attaining higher retention rates. It then defines recruitment as the process of attracting, screening, and selecting candidates, and discusses using competencies to assess candidates. The remainder of the document provides guidance on developing a recruitment strategy including aligning stakeholders, considering market conditions, methods for recruiting, evaluating applications, interviews and references, making a final selection, assessing strategies, addressing legal issues, and next steps.
This document discusses employee induction, which is a process used by companies to introduce new employees to their roles and responsibilities, coworkers, and the organization. It involves providing information about the company's mission, terms of employment, job requirements, policies and procedures. An effective induction program helps new employees integrate smoothly, reduces costs from attrition, and improves productivity and morale. It should introduce the company culture and clarify policies, while avoiding providing too much information at once or creating unrealistic expectations. Done well, induction leads to positive outcomes, but poor induction can damage integration, productivity and the company's reputation.
This "Brief Guide" gives information on the Employee Handbook or Staff Handbook including list of policies and procedures required by law, those recommended highly so as to enable a company to defend itself and finally, discretionary policies. This document can be downloaded at http://www.collierbroderick.ie/Services/HR%20Compliance/Employee%20Handbook.asp
This presentation was prepared by me as a part of Induction Activity in my previous Company.
Being HR Executive, I was looking after end to end recruitment and On boarding activities. It was one of the initiative, having prime objective of creating awareness among new joiners regarding Company,Work Culture and functions performed in each department.
Some information is hidden purposefully to follow business Ethics and to keep confidentiality.
This document provides an overview of company policies and procedures for new employees at Primedsys. It introduces key leadership roles and outlines general working hours, core business hours, dress code, harassment policies, and performance review processes. Performance reviews occur twice yearly and determine employee bonuses and compensation growth. The company culture emphasizes values such as honesty, reliability, simplicity, openness, trust, commitment and ethics.
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of human resource policies.
PURPOSE
The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees.
HR policies can also be very effective at supporting and building the desired organizational culture.
HR Business Proposal PowerPoint Presentation SlidesSlideTeam
If your company needs to submit a HR Business Proposal PowerPoint Presentation Slides look no further. Our researchers have analyzed thousands of proposals on this topic for effectiveness and conversion. Just download our template, add your company data and submit to your client for a positive response. https://bit.ly/3fFleho
Useful presentation from Sue Kellaway which focuses on Line Manager recruitment refresher training. It can be delivered in four hours which is great for time pressed Managers!
HR PRACTICES OF MULTINATIONAL COMPANIES mehul chopra
This presentation would enhance your knowledge about the hr practices followed by different companies and it would enhance your knowledge about the what services does the company provide to their employees
This document provides an overview of labour laws in India. It begins with defining labour law and tracing the origins of labour laws in India under British rule. It then classifies Indian labour laws into 8 categories and lists some of the key central labour laws. The document notes that labour is a concurrent subject, allowing for laws by both central and state governments. It provides details on the constitutional status of labour and highlights some fundamental rights relating to equality of opportunity and employment under the Indian constitution. In summary, the document provides a comprehensive introduction and overview of the Indian labour law system.
Colorband is a dye manufacturer established in 1998 with certifications in quality, environmental, and safety management. The induction agenda covers Colorband's policies on recruitment, leave, performance reviews, training, employee engagement, code of conduct, and expectations of employees. New employees will learn about Colorband's organizational structure, management team, and employee statistics.
This document outlines the HR policies of Cybage Software Pvt. Ltd., including policies related to employee work hours, leaves, holidays, performance reviews, and more. It details the company's open door policy for employees to provide suggestions to senior management or the HR department. The document also covers bonus structures for the employee referral scheme and performance appraisals that follow a 360 degree review process.
The document discusses key aspects of human resource management including definitions, importance, objectives and qualities of good personal managers. It covers topics such as human resource planning, job analysis, recruitment, selection, placement, induction and types of orientation programmes. The objectives of human resource management are outlined as resource utilization, professional growth, better union-management relations, teamwork, identifying future talent and allocating the right people to jobs. Job analysis is defined as a process to identify job duties and skills required to perform jobs effectively. Recruitment aims to attract qualified candidates while selection identifies the best candidates. Placement, induction and orientation programmes help new employees adjust to their roles.
Different strokes-Employee reward recognition plans- amazon Dr .E. J. Sarma
Rewarding one employee kills motivation of 10 others who expected. My book on amazon kindle./paper edition tells alls
please download now and read/review-
You don't need 100 mediocre ideas but need only 10 with stunning effect
tips for designing effective employee recognition plans, employee motivation, employee engagement, are given here free from out of 40 years of designing rewards with stunning results
Employee Behaviour gets repeated if there is positive reinforcement.
Rewards are the best reinforcers hence very powerful to engage employees
these ideas are based on actual schemes implemented with stunning results of 85% engagement.
65% increase in motivation and productivity
45% increase in retention
shows how to link Maslow, Herzberg, theories of motivation to actual implementation
engaged employees are more productive than satisfied employees.
Rewards build emotional connection, positive strokes, encouraging employees
If you liked it share with others and say so here
Employee Life Cycle PowerPoint Presentation Slides SlideTeam
Use this professionally designed Employee Life Cycle PowerPoint Presentation Slides to scan the various stages an employee goes through within an organization. HR managers can utilize this content-ready HR model PowerPoint slideshow to optimize the progress of employees. Map the employee lifecycle to not only attract the best talent but to also enhance the customer experience. This HR lifecycle PowerPoint presentation comprises of different stages in the career of an employee, starting from recruitment to termination or retirement. Use this ready-made employee lifecycle complete PowerPoint presentation templates to build great teams. This content-ready HR cycle PPT deck covers topics like employee lifecycle framework, talent acquisition, current vacancies, job description, candidate assessment, employee management, attendance tracker, and more. These PPT templates are customizable. You can edit the template as per your requirement. Change the color, text, icon, and font size as pe your requirement. Grab this complete presentation on HR model to increase the employee engagement and maximise your returns. Elaborate on the contents of the deal with our Employee Life Cycle Powerpoint Presentation Slides. Clarify every aspect of the agreement.
The human resources department serves as a link between management and employees and is responsible for key functions like recruitment, payroll, training, compensation, and employee development. The document outlines various HR policies including leave, attendance, performance reviews, training, compensation, and guidelines for promotions. It also discusses the company's work culture, dress code, and arrangements for employee recreation activities like birthdays and picnics.
The document discusses HR policies at Aviva, an insurance company. It provides an overview of Aviva and outlines several of its key HR policies, including those related to attendance, fuel and telephone reimbursement, leave, cash handling, stationary, travel, and transfers. It also describes research conducted on employee satisfaction with these policies through questionnaires. Most employees were found to be aware of and satisfied with the policies.
This document is the employee handbook for Baskin Robbins (Waco) Big D Ventures LLC. It contains policies on various employment matters such as equal opportunity, employee classifications, arbitration, standards of conduct, benefits, leaves of absence, and more. The handbook applies to all employees and is intended to outline the company's personnel policies and procedures. Employment is at-will, meaning either party can end the employment relationship at any time.
This employee handbook provides an overview of Pureform and PureKids Radiology, its vision, values, and expectations for employees. It aims to introduce new employees to the company in a fun and informative way. The handbook discusses Pureform's goal of providing exceptional patient care and becoming the WestJet of diagnostic imaging, known for its great customer service. It outlines employees' compensation package and benefits, as well as conduct expectations including being respectful, positive, and avoiding gossip. The handbook concludes by noting some final enrollment and agreement paperwork for new hires to complete.
This "Brief Guide" gives information on the Employee Handbook or Staff Handbook including list of policies and procedures required by law, those recommended highly so as to enable a company to defend itself and finally, discretionary policies. This document can be downloaded at http://www.collierbroderick.ie/Services/HR%20Compliance/Employee%20Handbook.asp
This presentation was prepared by me as a part of Induction Activity in my previous Company.
Being HR Executive, I was looking after end to end recruitment and On boarding activities. It was one of the initiative, having prime objective of creating awareness among new joiners regarding Company,Work Culture and functions performed in each department.
Some information is hidden purposefully to follow business Ethics and to keep confidentiality.
This document provides an overview of company policies and procedures for new employees at Primedsys. It introduces key leadership roles and outlines general working hours, core business hours, dress code, harassment policies, and performance review processes. Performance reviews occur twice yearly and determine employee bonuses and compensation growth. The company culture emphasizes values such as honesty, reliability, simplicity, openness, trust, commitment and ethics.
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of human resource policies.
PURPOSE
The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees.
HR policies can also be very effective at supporting and building the desired organizational culture.
HR Business Proposal PowerPoint Presentation SlidesSlideTeam
If your company needs to submit a HR Business Proposal PowerPoint Presentation Slides look no further. Our researchers have analyzed thousands of proposals on this topic for effectiveness and conversion. Just download our template, add your company data and submit to your client for a positive response. https://bit.ly/3fFleho
Useful presentation from Sue Kellaway which focuses on Line Manager recruitment refresher training. It can be delivered in four hours which is great for time pressed Managers!
HR PRACTICES OF MULTINATIONAL COMPANIES mehul chopra
This presentation would enhance your knowledge about the hr practices followed by different companies and it would enhance your knowledge about the what services does the company provide to their employees
This document provides an overview of labour laws in India. It begins with defining labour law and tracing the origins of labour laws in India under British rule. It then classifies Indian labour laws into 8 categories and lists some of the key central labour laws. The document notes that labour is a concurrent subject, allowing for laws by both central and state governments. It provides details on the constitutional status of labour and highlights some fundamental rights relating to equality of opportunity and employment under the Indian constitution. In summary, the document provides a comprehensive introduction and overview of the Indian labour law system.
Colorband is a dye manufacturer established in 1998 with certifications in quality, environmental, and safety management. The induction agenda covers Colorband's policies on recruitment, leave, performance reviews, training, employee engagement, code of conduct, and expectations of employees. New employees will learn about Colorband's organizational structure, management team, and employee statistics.
This document outlines the HR policies of Cybage Software Pvt. Ltd., including policies related to employee work hours, leaves, holidays, performance reviews, and more. It details the company's open door policy for employees to provide suggestions to senior management or the HR department. The document also covers bonus structures for the employee referral scheme and performance appraisals that follow a 360 degree review process.
The document discusses key aspects of human resource management including definitions, importance, objectives and qualities of good personal managers. It covers topics such as human resource planning, job analysis, recruitment, selection, placement, induction and types of orientation programmes. The objectives of human resource management are outlined as resource utilization, professional growth, better union-management relations, teamwork, identifying future talent and allocating the right people to jobs. Job analysis is defined as a process to identify job duties and skills required to perform jobs effectively. Recruitment aims to attract qualified candidates while selection identifies the best candidates. Placement, induction and orientation programmes help new employees adjust to their roles.
Different strokes-Employee reward recognition plans- amazon Dr .E. J. Sarma
Rewarding one employee kills motivation of 10 others who expected. My book on amazon kindle./paper edition tells alls
please download now and read/review-
You don't need 100 mediocre ideas but need only 10 with stunning effect
tips for designing effective employee recognition plans, employee motivation, employee engagement, are given here free from out of 40 years of designing rewards with stunning results
Employee Behaviour gets repeated if there is positive reinforcement.
Rewards are the best reinforcers hence very powerful to engage employees
these ideas are based on actual schemes implemented with stunning results of 85% engagement.
65% increase in motivation and productivity
45% increase in retention
shows how to link Maslow, Herzberg, theories of motivation to actual implementation
engaged employees are more productive than satisfied employees.
Rewards build emotional connection, positive strokes, encouraging employees
If you liked it share with others and say so here
Employee Life Cycle PowerPoint Presentation Slides SlideTeam
Use this professionally designed Employee Life Cycle PowerPoint Presentation Slides to scan the various stages an employee goes through within an organization. HR managers can utilize this content-ready HR model PowerPoint slideshow to optimize the progress of employees. Map the employee lifecycle to not only attract the best talent but to also enhance the customer experience. This HR lifecycle PowerPoint presentation comprises of different stages in the career of an employee, starting from recruitment to termination or retirement. Use this ready-made employee lifecycle complete PowerPoint presentation templates to build great teams. This content-ready HR cycle PPT deck covers topics like employee lifecycle framework, talent acquisition, current vacancies, job description, candidate assessment, employee management, attendance tracker, and more. These PPT templates are customizable. You can edit the template as per your requirement. Change the color, text, icon, and font size as pe your requirement. Grab this complete presentation on HR model to increase the employee engagement and maximise your returns. Elaborate on the contents of the deal with our Employee Life Cycle Powerpoint Presentation Slides. Clarify every aspect of the agreement.
The human resources department serves as a link between management and employees and is responsible for key functions like recruitment, payroll, training, compensation, and employee development. The document outlines various HR policies including leave, attendance, performance reviews, training, compensation, and guidelines for promotions. It also discusses the company's work culture, dress code, and arrangements for employee recreation activities like birthdays and picnics.
The document discusses HR policies at Aviva, an insurance company. It provides an overview of Aviva and outlines several of its key HR policies, including those related to attendance, fuel and telephone reimbursement, leave, cash handling, stationary, travel, and transfers. It also describes research conducted on employee satisfaction with these policies through questionnaires. Most employees were found to be aware of and satisfied with the policies.
This document is the employee handbook for Baskin Robbins (Waco) Big D Ventures LLC. It contains policies on various employment matters such as equal opportunity, employee classifications, arbitration, standards of conduct, benefits, leaves of absence, and more. The handbook applies to all employees and is intended to outline the company's personnel policies and procedures. Employment is at-will, meaning either party can end the employment relationship at any time.
This employee handbook provides an overview of Pureform and PureKids Radiology, its vision, values, and expectations for employees. It aims to introduce new employees to the company in a fun and informative way. The handbook discusses Pureform's goal of providing exceptional patient care and becoming the WestJet of diagnostic imaging, known for its great customer service. It outlines employees' compensation package and benefits, as well as conduct expectations including being respectful, positive, and avoiding gossip. The handbook concludes by noting some final enrollment and agreement paperwork for new hires to complete.
The Ultimate Employee Handbook - We think so :) !Sat Sindhar
The document introduces People, an HR software company that aims to make work fun and give employees control over their work. It discusses People's non-hierarchical structure without managers, instead treating all employees as equals who can make their own decisions. The handbook provides guidance for new employees on setting their own work patterns, expectations of collaboration with others, and adapting to the unconventional work culture at People.
The document outlines job descriptions, holiday pay policies, dress code expectations, and phone call policies for employees at a childcare center. Key points include:
- Job descriptions require interest in early childhood education and the ability to relate to and care for children. Employees must also be able to work well with others.
- Employees receive paid holidays after 90 days, including New Year's Day, Easter, Memorial Day, July 4th, Labor Day, Thanksgiving, and Christmas. Advance notice is required for any time off during holidays.
- The dress code requires neat, clean, and comfortable clothes to allow for playing with and caring for children.
- Personal phone calls should be limited and cell phones are not permitted inside the center
Employee Handbooks: From Boring to ModernBryan Timsah
The document discusses making employee handbooks and policies more modern and engaging for employees. It argues that handbooks are currently written like legal documents that are boring and unread. The author advocates using images, graphics, charts, and column formatting to improve readability and encourage employees to actually read the content. An example harassment policy is shown in its original dense format compared to a revised version using formatting techniques like bullets and boxes. The future of handbooks is envisioned as online, interactive documents using links and multimedia created by creative departments beyond just HR.
This document is an employee handbook for Crispin Porter + Bogusky, an advertising agency. It welcomes new employees and explains that while some may love working there and others may hate it, the experience will be memorable. It defines the agency's broad view of advertising as anything that promotes their clients, not just traditional media. It emphasizes the agency's strong culture and the passion, confidence, and work ethic needed to generate great ideas even when original ideas fail. It frames the work as operating like a factory to produce marketing products and stresses the importance of execution over simply discussing ideas.
The document discusses IMS Learning Tools Interoperability (LTI), an educational standard that allows external applications to be securely integrated into online learning systems. It provides an overview of LTI versions including 1.0, 1.1, and the upcoming 2.0, outlining their key features around basic tool launching, grade return, and improved tool registration respectively. It also mentions the adoption of LTI and IMS Common Cartridge standards by various learning management systems and tool vendors.
This employee handbook provides information to employees of Mabani Steel on various employment-related topics. It covers the company's history, vision, employment philosophy, equal opportunity policy, and procedures regarding employment contracts, probation periods, payroll, working hours, leaves, benefits, performance reviews, training, workplace safety, and termination of employment. The handbook aims to familiarize employees with the company's policies and expectations.
Presentation of "ReMoLa: Responsibility Model Language to Align Access Rights with Business Process Requirements" at Fifth IEEE International Conference on Research Challenges in Information Science, May 19-21 2011, Guadeloupe - French West Indies, France
Patient Rights and Responsibilities, by Christine Lang of Citizens Advice BureauHIVScotland
A presentation by Christine Lang of the Citizens Advice Bureau Patient Advice and Support Service on 'Patient Rights and Responsibilities'. Presented at the Positive Persons' Forum on 21 February 2015, Glasgow.
Is your employee handbook up to date? Essential components and sample polici...Thomas Benjamin Huggett
Exactly as it sounds, this presentation for human resources and employment law professionals covers the current issues and concerns for employee handbooks.
The document outlines the legal rights and responsibilities of patients. It discusses the origins of patient rights in medical codes of ethics. Key patient rights include the right to considerate care, information about diagnosis/treatment, privacy/confidentiality, and refusing to participate in experiments. The document also discusses avenues for filing complaints, such as medical councils, consumer courts, civil courts, and criminal courts. Finally, it lists patient responsibilities like following treatment plans and making prompt payments.
This document provides an employee handbook for Northern Border University in Ar'ar, Saudi Arabia. It outlines company policies on work hours, attendance, leave, pay, benefits, termination, dress code, safety, and transportation. It also provides context about Education Experts, the company that manages the university, and about Ar'ar, the city where the university is located in northern Saudi Arabia near the Iraqi border. The handbook is intended to inform employees of common workplace policies and procedures.
“I solemnly pledge myself to consecrate my life to service of humanity.” This is the first sentence a doctor utters while taking an oath when s/he enters into the medical profession. They are considered as God by people despite knowing the fact that they are human, as the profession gives ‘hope’ to live to a patient and his family. But due to the increasing number of medico legal issues in the country, there is a serious concern about the doctor-patient relationship. To raise awareness among the patients about their rights and responsibilities as patients and to build up a strong, safe and healthy doctor patient relationship, the Dr. Anamika Ray Memorial Trust observes June 25 as Patients’ Rights Day under the “STOP MEDICAL TERRORISM” movement for better and transparent healthcare services in India.
The Trust, in consultation with a panel of medical professionals of national and international repute, drafted the Patients’ Rights in 10 points and the responsibilities in another 10 points. The Rights and Responsibilities of the patients available at http://smt.armt.in in many Indian languages. It's a two page document. The Trust requests everyone to support the cause by downloading the document in their preferred language, printing it out and distributing it among patients in any hospital in India. The Trust believes that this initiative may save hundreds of lives and will be a great contribution for better and more transparent healthcare services in India.
The rights mentioned in the draft include the right to get the best possible medical care without discrimination; right to prompt, life-saving treatment; right to take part in all decisions relating to one’s health care; right to privacy; right to know the identity and role of people involved in treatment; right to dignity and to have caregivers’ respect; right to appropriate assessment and management of pain; right to receive visitors; right to refuse treatment and to leave the medical centre; and right to get necessary information related to the line of treatment as well as all health records.
The responsibilities mentioned in the draft include the responsibility to refrain from misbehaving and misconduct towards any medical service providers; responsibility to refrain from physical assault of any healthcare personnel or damage to property; responsibility to be truthful; responsibility to provide complete and accurate medical history; responsibility to cooperate with the agreed line of treatment; responsibility to meet the financial obligations; responsibility to refrain from initiating, participating or supporting fraudulent and illegal health care practices; responsibility to report illegal or unethical behaviour; responsibility to get a post-mortem done and responsibility to discuss end of life decisions.
23 Employee Handbook Revisions for 2011Alan Thayer
Employee handbook updates recommended for 2011. Based on recent United States Supreme Court decisions, lower court rulings, workplace issues and employer problems.
Prior update recommendations
Negotiation involves groups with conflicting interests meeting to resolve differences through offers, counteroffers, and concessions. There are three types of third parties that can be involved - a mediator who helps parties reconcile differences, an arbiter who can impose a solution, or a neutral negotiator skilled in bargaining. Effective negotiation requires planning, understanding different strategies like distributive and integrative bargaining, properly handling the negotiation process, and avoiding common mistakes like poor preparation.
Guide EmployeesThrought a Successful Merger - Construction Business Owner's M...Kweiss
When two firms merge or one company acquires another, the business owners often neglect their employees' concerns- this is especially true in small- and medium size firms that have limited resources and time. But in mergers and acquisitions", the people factor" is vital. To complete a successful merger or acquisition, follow these steps.
New Year Corporate Housekeeping: Your Employee Handbookptcollins
As your company settles into the new year, it is the perfect time to consider reviewing and updating your employee handbook or, if your company does not
currently have a
handbook, to
prepare and implement one. There are many considerations to keep in mind as you undertake this process.
Metropolitan Corporate counsel,January 2011
CloudFronts has adopted a hybrid work model that allows most employees to work partially remote. The policy aims to provide flexibility while supporting collaboration. It defines hybrid work as 2-3 days in the office per week but allows employees to discuss alternative arrangements with their manager. Any employee can request hybrid work, though requests will be evaluated based on job duties and team needs. The policy is intended as a transitional document and will continue to evolve based on employee feedback.
The document discusses various aspects of organizational structure. It begins by defining organization and organizational structure. It then covers key elements of organizational structure including work specialization, departmentalization, chain of command, span of control, centralization and decentralization, and formalization. The document also discusses authority relationships, responsibility, accountability, and delegation of authority. Finally, it briefly covers organic and mechanistic organizational structures and contingency factors that influence organizational design choices.
This document provides guidance on essential HR processes for startups. It discusses recruitment and onboarding processes, including defining job profiles, sourcing candidates through referrals and online sites, conducting interviews using the "7 C's" framework, and onboarding new hires. It also covers probation reviews, orientation, compensation structures, working hours and leave policies, expense management, codes of conduct, compliance, and employee separation. The goal is to establish simple and easy to understand people management processes that can address common challenges for startups.
This document discusses management and how to get the best from others. It begins with legal disclaimers and notices, then provides an introduction to management that defines management and its key functions of planning, organizing, staffing, leading, and controlling. It then discusses how to build trust and confidence in employees by gaining their trust in the organization and its objectives, and building confidence through competence, consistency, and caring about employees' well-being.
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.
This document discusses employee engagement and its importance for organizational success. It makes three key points:
1. Employee engagement has a direct correlation with improved financial results, customer satisfaction, productivity, and employee retention. It is a vital element for organizational survival.
2. There are three levels of employee engagement - actively disengaged, not engaged, and actively engaged. Actively engaged employees are strongly aligned with organizational goals and care about the company's success.
3. Establishing true employee engagement requires a comprehensive, strategic approach that creates lasting positive results. It encourages productive, dedicated employees who are invested in the company's success.
This document discusses workplace policies and outlines their importance and benefits. It defines a workplace policy as a formal policy instituted by management to set clear boundaries for employees and employers. Establishing policies provides a framework for how an organization operates by defining what the organization does and how. Policies fall under categories like governing, operational and administrative. They help ensure standards of behavior and performance are followed, set guidelines for routine decision making, and allow for consistent treatment of employees. Having clear policies offers protection from legal issues and a means to communicate expectations to new employees. Good policies are written, understood by all affected parties, stable over time, consistent across an organization, sincere in intentions, and realistic given current conditions.
This document is the employee handbook for [Company Name]. It outlines company policies such as the at-will nature of employment, equal opportunity employment, business ethics, personal relationships in the workplace, immigration compliance, conflicts of interest, non-disclosure of confidential information, disability accommodation, employment categories including full-time, introductory and temporary, access to personnel files, requirements to notify the company of personal data changes, the introductory employment period, and accuracy of information provided in employment applications. Employees are asked to review and acknowledge receipt of the handbook.
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.
This document is the employee handbook for [Company Name]. It outlines company policies such as the at-will nature of employment, equal opportunity employment, business ethics, personal relationships in the workplace, and non-disclosure of confidential information. It also describes employment categories including regular full-time, introductory, and temporary employees as well as policies regarding personnel files, personal data changes, and the introductory employment period.
This document is the employee handbook for [Company Name]. It outlines company policies such as the at-will nature of employment, equal opportunity employment, business ethics, personal relationships in the workplace, immigration compliance, conflicts of interest, non-disclosure of confidential information, disability accommodation, employment categories including full-time, introductory and temporary, access to personnel files, requirements to notify the company of personal data changes, an introductory employment period of 90 days, and the importance of accuracy in employment applications. Employees are asked to review and acknowledge the handbook.
Managing paid staff can presents many challenges. These challenges may relate to recruitment and retention, resourcing, performance management and development, productivity and conflict resolution, time management, etc.
In this session, Penny Sara provided:
an overview of day-to-day management of paid staff, including good supervision practices and how these fit with annual or regular performance review
an outline of probation and managing under performance
some strategies for setting oneself up for success with managing staff, preventing problems and nipping them in the bud early if they do arise.
Penny Sara is a Human Resources and Employment Relations Consultant and Business Coach. She has many years of experience in the Adult Community Education sector, both as a manager and consultant, and a keen appreciation of the challenges faced by managers and coordinators of community learning centres.
Ergonomics is concerned with understanding interactions between humans and other elements of systems. It aims to optimize human well-being and overall system performance through applying principles to design. Flexible working refers to working schedules that vary from normal fixed patterns, allowing changes to hours, place of work, etc. Flexible arrangements like flextime, compressed weeks, job sharing and telecommuting can benefit both employees and employers by improving work-life balance, recruitment/retention, and reducing costs. Eastman Kodak implemented various flexible policies for its 70,000+ global workforce to meet desires for work-life balance while maintaining business needs.
The document summarizes the internship report of Pakistan Accumulators (Pvt) Limited's human resources department. It discusses the company's history, production unit, quality policy, and the roles and functions of the HR department. The HR department is responsible for developing policies, advising management, providing services like training and benefits, and controlling HR processes to ensure compliance with policies. It assists with recruitment and selection, and provides orientation for new employees, while line managers determine job requirements and qualifications.
Unlocking The Potential Of Frontline Mgrs Exec Briefing Sbpmother55
This document outlines six keys to unlocking the potential of frontline managers. The six keys are: 1) Identify employees with the capability and interest to be good managers. 2) Help managers understand their team's goals and roles. 3) Help managers understand the people they manage. 4) Help managers understand themselves and how they impact their people. 5) Don't assume managers know how or when to coach. 6) Minimize administrative work to give managers more time to develop people. The document emphasizes the importance of self-awareness, communication, and development for both managers and the people they manage.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
Executive Directors Chat Leveraging AI for Diversity, Equity, and Inclusion
Your Employee Handbook for Offices
1. An Introduction to…
Your Employee
Handbook
Common-Sense, Plain-Language Policies
For Effective Human Resources Management
» Hiring Policies
» Employment Policies
» Workplace Standards
» Workplace Safety
» Employee Relations
» Employee Benefits
2. A Complete Employee
Management System You
Can Easily Administer
n Clear and understandable policies designed and
edited specifically for small businesses.
n Compliant with all state and federal
requirements.
n A program backed by 30-plus years of
experience in formulating, writing and
administering employee policies in small and
large companies.
n Industry specific version for professional Offices
containing relevant policies, in addition to
necessary standard policies.
n A complete human resources system that will
grow with your company.
n 86-page handbook, plus other publications, in
convenient, editable digital format.
Order today at www.YourEmployeeHandbook.com
3. A Complete Employee
Management System You
Can Easily Administer
Includes:
n Editable Microsoft Word template for the
handbook and forms.
n Comprehensive State Supplement customized
for your state.
n Companion Forms Package to establish and
maintain employment records.
n Employer’s Poster Kit with all the required state
and federal posters.
n Supervisor’s Guide with information about
managing employees and administering your
human resource program.
n Simple and effective Basic Safety Program with
745-item Facilities Safety Checklist
Order today at www.YourEmployeeHandbook.com
4. Introduction
More than 135 Policies This Handbook is a tool to help acquaint you with
your new employer, and to provide information about
your position, benefits, and some of the affecting
Written to the Best
your employment. It is your responsibility to read,
understand and comply with all provisions of this
Handbook.
Practices of the HR This entire section is required.
Industry One of our objectives is to provide a safe and positive work environment that
encourages both personal and professional growth. This Handbook describes many of the
expectations and responsibilities for your position. It also describes the programs and
procedures provided by the Company to benefit you.
This Handbook is a living document. As the Company grows, the Handbook will be
reviewed periodically and adapted to the changing needs of the Company and its employees.
n Microsoft Word file you can edit for All changes must be authorized and approved by the president. You will be notified of
changes in the policies or programs described in this handbook.
your own needs. No Handbook can anticipate every circumstance and every question about policy. After
reading this Handbook, consult with your supervisor about any unanswered questions you
may have.
n Guidance on which policies are
Gender Pronouns
mandatory and which are optional. This Handbook was written using masculine pronouns to describe all employees. No
exclusion of female employees was intended, nor would the owners and management of the
Company tolerate any such exclusion.
n Written by experienced human resources
consultant. Reviewed by HR attorneys. Employment At-Will
Employment with the Company is voluntarily entered into, and you are free to resign at
will at any time, with or without cause. Similarly, the Company may terminate the
n Download the files instantly after employment relationship with you at any time, with or without notice or cause, so long as
there is no violation of applicable federal or state law.
purchase; get started immediately. Policies set forth in this Handbook are not intended to create a contract with you and
should not be construed to constitute contractual obligations of any kind. Nor is this
Handbook a contract of employment between the Company and any of its employees. The
provisions of this Handbook have been developed at the discretion of the Company
n Access to a private web page for president [or other officer] and, except for its policy of employment-at-will, may be
amended or cancelled at any time.
revisions and updates. These provisions supercede all existing policies and practices and may not be amended
or added to without the express written approval of the Company president [or other
officer].
Your Employee Handbook — Contractors Version 10
Order today at www.YourEmployeeHandbook.com
5. Hiring Policies and Practices
From Hiring to Firing This section describes the Company's general hiring
policies and practices.
— There’s a Policy to Use all policies in this section for best practices.
Cover Every Need Hiring Procedure
When hiring employees the Company follows the following guidelines:
The supervisor will post a job announcement on the internal bulletin board. Employees
who wish to apply for the open position may submit a resume to the supervisor responsible
for the position. All interested employees will be given the opportunity to interview for the
position.
In addition to the job posting, the supervisor [and the president] will review the
qualifications of existing employees. Employees with sufficient qualifications will be
n Hiring and firing policies keep you in invited to apply for the open position.
If no current employee is qualified or is interested, the open position will be advertised
compliance with state and federal laws. to the public using one or more of the following methods: newspaper advertising, notices to
local schools and professional associations or contacts, or the Internet. Responding
applicants will be reviewed, interviewed, and if a match can be found, an offer of
n Covers all federal employment laws. employment will be extended. If an applicant declines an offer, or if a suitable applicant is
not found, the position will be re-advertised.
If a suitable applicant cannot be found after two advertisements, the position
qualifications and expectations will be re-evaluated and the hiring process will begin again.
All applicants are subject to a review and verification of the qualifications listed on their
resumes or applications. If the information cannot be verified or is found to be false, the
employment offer will be withdrawn, or if employment has begun, the applicant will be
terminated.
Age Requirement for Some Duties
You must be of legal age to perform some tasks. Legal age varies from state to state.
Check with your supervisor for age requirements for your location, position and the task to
be done.
Criminal Convictions
The Company reserves the right not to hire or retain anyone who has been convicted of
a criminal offense. Conviction of a crime that involves dishonesty may result in an
automatic withdrawal of an offer of employment or termination of current employment.
However, before any termination decision is made, the nature of the crime and
circumstances surrounding the conviction will be considered.
Your Employee Handbook — Contractors Version 21
Order today at www.YourEmployeeHandbook.com
6. Workplace Standards
Specific Version Written This section explains the Company's standards for
the workplace. Each department may have additional
rules. You should ask your manager for any
for Professional Offices. additional standards not presented in this Handbook.
Use all policies in this section for best practices. Optional policies are marked.
The goal of workplace standards is to create a pleasant, safe and secure working
environment to enhance performance and enjoyment of your duties. Compliance is
mandatory. Failure to comply will result in disciplinary action.
Optional (Bulletin Board)
Bulletin Board
n Extensive research into the needs of An employee bulletin board is located in the [insert location]. Announcements of
upcoming events, educational opportunities, special groups visiting or other information of
professional, para-professionals and interest are posted regularly on the bulletin board. This is official means of communication
and your way to stay informed. All employees are responsible for the information on this
clericla workers. board. Make it a habit to read it daily. If you want to post any materials on the bulletin
board, you must have it pre-approved by the manager.
Optional (Children in the Office or On the Jobsite)
n Office Version contains policies
addressing computer use, contract Children in the Office
Any office facility can be fascinating to children of all ages. However, some offices,
employees, confidentiality, ethics and especially those on jobsites, and all jobsites can present many hazards to children, including
equipment that is not safe for use by minors. Therefore, no children are allowed in the office
except when accompanied by a parent or guardian. If you see unaccompanied children in
cellular phone and social media use. any area notify the manager immediately.
Optional (Company Vehicle)
Company Vehicle
Company vehicles may be provided in some cases for the purpose of jobsite travel. It is
your responsibility to travel to and from the jobsite.
Company vehicles may also be provided to salaried employees. The Company-supplied
vehicles are supplied for Company business, however, it is understood that the vehicle may
be needed for personal use. This personal use may be for uses such as running to the store or
to visit someone, although, it is not to be used for extra-curricular activities; for example:
going to the local tavern, camping or pulling personal recreation vehicles. The Company
will be responsible for all fuel charges, oil changes, tires and washes.
Your Employee Handbook — Office Version 41
Order today at www.YourEmployeeHandbook.com
7. Workplace Standards
Your Employees Will This section explains the Company's standards for
the workplace. Each department may have additional
Have No Confusion
rules. You should ask your supervisor for any
additional standards not presented in this Handbook.
About Your Policies
Use all policies in this section for best practices. Optional policies are marked.
The goal of workplace standards is to create a pleasant, safe and secure working
environment to enhance performance and enjoyment of your duties. Compliance is
mandatory. Failure to comply will result in disciplinary action.
Optional (Bulletin Board)
n Communicate your expectations with Bulletin Board
An employee bulletin board is located in the [insert location]. Announcements of
the “plain-English” writing style — no upcoming events, educational opportunities, special groups visiting or other information of
interest are posted regularly on the bulletin board. This is official means of communication
legalese! and your way to stay informed. All employees are responsible for the information on this
board. Make it a habit to read it daily. If you want to post any materials on the bulletin
board, you must have it pre-approved by the supervisor.
Optional (Children in the Office or On the Jobsite)
Children in the Office or On the Jobsite
Any office facility or jobsite can be fascinating to children of all ages. However, some
offices, especially those on jobsites, and all jobsites can present many hazards to children,
including equipment that is not safe for use by minors. Therefore, no children are allowed in
the office or on the jobsite except when accompanied by a parent or guardian. If you see
unaccompanied children in any area notify the supervisor immediately.
Optional (Company Vehicle)
Company Vehicle
Company vehicles may be provided in some cases for the purpose of jobsite travel. It is
your responsibility to travel to and from the jobsite.
Company vehicles may also be provided to salaried employees. The Company-supplied
vehicles are supplied for Company business, however, it is understood that the vehicle may
be needed for personal use. This personal use may be for uses such as running to the store or
to visit someone, although, it is not to be used for extra-curricular activities; for example:
going to the local tavern, camping or pulling personal recreation vehicles. The Company
Your Employee Handbook — Contractors Version 41
Order today at www.YourEmployeeHandbook.com
8. will be responsible for all fuel charges, oil changes, tires and washes, and for all setup on
Policies to Handle
pickup items, such as a tool box, CB or other radio and phone equipment.
Vehicles may not to be used for any illegal purpose or an activity that could result in a
citation. Vehicles are not for personal use or family use (other than outlined for salaried
Difficult Subjects With
employees above). The vehicle operator shall be responsible for all driver violations.
Vehicle Use Allowance
Ease and Dignity You are not reimbursed for travel expenses between your residence and the office or
jobsite. Transportation to a jobsite in a Company-furnished vehicle is sometimes available,
but is not always provided.
If you use your personal vehicle for Company business after reporting to your work
location, you will be reimbursed for your mileage, based on the annual rate allowed by the
Internal Revenue Service.
[OPTIONAL: If you are a salaried (exempt) employee, you may be eligible for a limited
vehicle-use allowances if you are required to travel to and from a jobsite assignment beyond
a 25-mile radius from your residence. Check with [insert name of person responsible to
n Sensitive subjects are covered tactfully travel reimbursements.]]
and with discretion — from financial Confidential Information
issues to security advice and policies. Information about the Company and it’s personnel, projects and procedures must be
kept completely confidential. Project and corporate recordsd, confidential papers,
appointment books, and conversations must be safeguarded at all times.
Additionally, you are not to disclose any other information that is held to be confidential
by the Company.
Conflict of Interest
You have an obligation to conduct business within guidelines that prohibit actual or
potential conflicts of interest with the Company. A conflict of interest is defined as follows:
An employee in a position of influence causes a decision to be made which will result in
personal gain for that employee, relative or spouse. This decision is not in the best interest
of the Company for reasons of cost, performance or other benefits.
The mere existence of a relationship does not constitute a conflict of interest. If you are
or become involved in purchases, leases or contracts which have the potential for a conflict
of interest, you should make this known to your supervisor or the Company president as
soon as possible. Safeguards will be established to protect all parties.
You will not accept any kickback, bribe, substantial gift or special consideration as a
result of any transaction or business dealings involving the Company.
Optional (Contact Employees After Hours)
Contacting Employees After Hours
All business should be conducted during business hours. However, may contact your
supervisor after hours or during leave time in emergency situations or to notify them of a
Your Employee Handbook — Contractors Version 42
Order today at www.YourEmployeeHandbook.com
9. Employee Relations
Help Managers The Company is committed to providing a rewarding
environment to work in cooperation with your co-
Communicate with
workers. It is our goal that every employee enjoy his
work and is comfortable his surroundings.
Employees More
Use all policies in this section for best practices.
Effectively
Adherence to Policy
In resolving conflicts within the Company, strict adherence to policy is required.
Conflicts, when properly resolved, can strengthen the Company. When conflicts are not
handled according to policy, resentment occurs. The following rules have been established
to guide you in the resolution of any conflict.
n Clear guidance on how to follow Guidelines for Supervisors
Treat all employees with respect. Yelling, name-calling or threatening actions
policy and supervisor’s instructions — or words will not be tolerated.
Do not discuss any aspect of your employee's relationship with the Company,
the consequences of failure to follow including performance or any personal information, with anyone except the
employee or the Company president.
them. All discussions regarding job performance, work habits or attitude will be
conducted in private.
Supervisors will offer opinions only on the performance of their own
employees. Supervisors having difficulties with an employee in another
department must follow the procedure as outlined in this section.
Guidelines for Employees
Do not use abusive language. Do not threaten or harass other employees, either
verbally or physically
Do not gossip.
Do not discuss the actions or performance of any other employee or supervisor
in the Company, except with your supervisor or the president.
Do not yell, slam doors, curse, or throw things when you are angry. Employees
are encouraged to take a break and leave the office to calm down before
discussing the problem with your supervisor.
Employees who do not follow the above guidelines for conflict resolution are
subject to disciplinary actions as outlined in the Employee Conduct section of
this Handbook.
Your Employee Handbook — Contractors Version 65
Order today at www.YourEmployeeHandbook.com
10. Employee Conduct
Conduct Guidelines The Company takes great care in its hiring practices
to recruit qualified, professional individuals. It is
Cover All Situations
committed to treating all employees with respect, and
that includes a presumption of professional conduct.
Occasionally, employees enter the Company without
a clear idea of what professional conduct is. The
purpose of this section is to explain the standards of
conduct that are expected. This section also explains
consequences for failure to adhere to these
standards.
Use all policies in this section for best practices, however you may remove policies or parts
of policies that don’t fit your company’s practices.
n Concise policies detailing acceptable Guidelines
The following guidelines will serve as the standard of conduct for all employees:
and unacceptable behavior — with a You will conduct yourself in a professional and respectful manner to all
complete disciplinary policy that is fair
employees, customers, and visitors.
You will present yourself in a clean and well-groomed manner. Casual dress is
to all parties. acceptable provided it is clean, in good repair, modest, and is an approved
alternative to uniforms or protective clothing.
You will present yourself on time for your regularly scheduled hours.
You are to remain productive throughout the workday.
This is a drug-free workplace. Abuse of intoxicating substances and use,
possession or sale of illegal drugs will not be tolerated. Law enforcement
officials will be notified if illegal substances are found on Company property.
Sexual harassment will not be tolerated.
Racial slurs, harassment and intimidation will not be tolerated.
There is no solicitation or distribution of petitions in the workplace.
All postings to the employee bulletin board or e-mail must be approved by your
supervisor. Memorandums must be approved by your supervisor prior to
distribution.
You will conduct business in a manner that avoids a personal conflict of interest
with the Company 's interests.
No smoking anywhere on the premises.
You will protect the confidential nature of business information, such as
customer lists, customer preferences, project proposals, and proprietary
production processes. You will also respect the confidential nature of personal
information about other employees.
Theft of any kind will not be tolerated.
Unauthorized use of the Company equipment will not be tolerated.
Your Employee Handbook — Contractors Version 69
Order today at www.YourEmployeeHandbook.com
11. Employee Compensation and Benefits
Anticipate Common Eligible employees receive a wide range of benefits in
addition to their salary. A number of programs
Questions by Detailing
prescribed by law, such as social security and
unemployment, cover all employees. Benefit
eligibility is based on employee classification and
length of employment.
Employee Benefits Use all policies in this section for best practices. Optional recommendations are marked.
If you have any questions about benefits after reading this Handbook, please consult
with your supervisor. Benefits are subject to change at any time, but can only be changed by
the Company president. You will be given 30 days notice of any changes to benefits.
Full-time employees who have successfully completed the evaluation period are eligible
for the Company benefits. Part-time employees working less than 35 hours per week are not
n Let your employees know how much
eligible for these benefits, but may have other benefits available to them; check with your
supervisor for details.
you value them with this complete
Special Benefits
description of the most common benefits
Optional (401(k))
— and add your own.
401(k)
If you are eligible, you will be given the option to enroll in the Company's 401(k) plan.
Check with your supervisor [or benefits coordinator] for details about this program.
Optional (Employee Assistance Program)
Employee Assistance Program
As part of our commitment to provide safe conditions to the public and our employees,
the Company maintains an EAP through [insert name of EAP provider]. This program
provides information, resources and counseling concerning the effects and consequences of
alcohol and drug use on an individual’s health, work, and personal life and information on
the signs and symptoms of an alcohol or drug problem.
If you have or are developing a drug or alcohol problem, you may seek voluntary
assistance through the Employee Assistance Program. Voluntary participation in the EAP or
a rehabilitation program may not be used to circumvent disciplinary action, nor can the
enrollment in the rehabilitation program be made on the day of a drug or alcohol test.
Continued employment following rehabilitation is conditional upon satisfactory
completion of the rehabilitation program, and the Company’s after-care program, including
the Company mandated Return-To-Duty and Follow-Up testing, along with evaluation and
certification by the Company Substance Abuse Professional before returning to work.
All costs associated with any further rehabilitation or treatment program that is not part
of the EAP are paid by the employee, if they are not covered under the Company's insurance
Your Employee Handbook — Restaurant Version 75
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12. Employee & Workplace Safety
Safety Awareness is a This section explains the Company's standards for
ensuring safety in the workplace.
Vital Part of Keeping Use all policies in this section for best practices (other than those indicated as “Optional”).
Your Employees and Accidents
Your Company Safe
Accidents in the Workplace
Report all accidents or injuries to your supervisor immediately so appropriate medical
action can be taken and proper reports filed to the Company’s insurance carriers.
Accidents While Traveling
If you are involved in an accident while traveling on business for the Company, you
n Safety policies cover most incidents that must contact your supervisor as soon as possible to report the accident. Your supervisor will
be responsible for the completion of all appropriate reports for the insurance companies,
can occur, and allow for the unexpected. police or other agencies, and will copy the reports to the Company president.
n Provides your company with an OSHA- Optional (Boom-Supported Elevated Work Platform)
compliant basic safety program, Boom-Supported Elevated Work Platform
completed with all forms. Aerial lifts are essential to our work and are found on most of our jobsites. Because
these lifts provide access to high work, they should be used whenever they can minimize
fall hazards without creating other hazards that would result from their use.
Only trained and certified aerial lift operators may operate aerial lifts. Failure to adhere
to this policy will result in termination of employment. If you are working on an aerial lift
platform, you must be tied-off 100 percent of the time with approved personal protection
equipment.
Drug and Alcohol Policy
To maintain a work environment free from the harmful effects of substance abuse, and
for the safety, health, and well-being of our employees and customers, the Company
maintains a drug-free workplace.
Alcohol use by you while on duty is prohibited. In addition, the use of alcohol, on or off
Company property that adversely affects your job performance, workplace morale or the
public perception of the Company, is not acceptable and may result in immediate
termination of employment.
If you are responsible for the operation of equipment, machinery or vehicles, you must
report any use of prescription medications that may affect your performance or safety. The
Company may reassign you to other duties while such medication is being used.
Prescription medications brought on the job must be issued in your name and be used in the
amount and manner prescribed.
Your Employee Handbook — Contractors Version 59
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13. Companion Forms Help You
Administer the Policies
in Your Employee Handbook
n Contains every form used in Your Employee
Handbook, plus a bonus selection of forms
we’ve found useful when managing employees.
n Professionally-designed to the standards of
experienced human resources consultants.
Order today at www.YourEmployeeHandbook.com
17. Be in Compliance with Federal
and State Poster Requirements
with the Employer’s Poster Kit
n Don’t spend hard-earned money on fancy posters,
when all the posters you need can be printed from
your own laser or ink-jet printer.
n Massive 112-page publication lists every poster
the federal government and each state require to
be posted.
n Actual PDF copies of the official federal posters
are included, with working links to free sources
for all state posters.
n Just click, print and post — and you’re in
compliance with federal and state employment
law poster requirements.
Order today at www.YourEmployeeHandbook.com
19. State Poster Recommendations and Requirements
Details and Provides Each state also has its own regulations with regard to postings. Following are state posting
requirements and contact information as of April 2009. Wherever possible, we’ve provided
a Link to Every State Web links to free, downloadable state posters. If a link is not listed, it is not available online,
and you must contact the appropriate state agency, also listed. Information and Web links are
Poster You’re subject to change without notice. Source: Individual state web sites.
Required to Display
FEdERALPOSTERS (* REqUIRED)
Employee PolygraphNotice *
Equal Employment Opportunity
Family and Medical Leave Act
Federal Minimum Wage *
Federal OSHA “It’s the Law” *
n Lists each poster required by all INSDiscrimination Dept. of Justice)
IRSWithholding Notice
50 states. IRSEarned Income Credit Notice
Payday Notice
n Details which businesses are required ALABAMA
to display posters. State Recommended and Required (*) Posters:
State Poster Web Site: dir.alabama.gov/docs/doc_type.aspx?id=2
Child Labor Laws
n Includes active links to download Recommended; required for all employers who employ minors under 18.
Direct links to posters:
Hours http://www.alalabor.state.al.us/PDFs/AlabamaChildLaborPoster.pdf
FREE copies of each poster. Hours, Spanish
Construction
http://www.alalabor.state.al.us/posters/spanishChild%20Labor.pdf
http://www.alalabor.state.al.us/images/CHILD_LABOR_POSTERS/poster.construction01.pdf
General http://www.alalabor.state.al.us/images/CHILD_LABOR_POSTERS/Youth%20Rules%20Poster.pdf
Contact: Alabama Dept. of Labor, Child Labor Office, 100 N.Union St., Montgomery, AL 36130; 334-242-3460;
n The official PDF files are also included Notice to Employees Injury
http://www.alalabor.state.al.us/CHILD_LABOR.htm
on the CD-ROM version you receive Direct link to poster:
Contact:
http://www.riskmgt.state.al.us/PDFs/JULY_04_FORMS/SEITCF_Form_6.pdf
Alabama Dept. of Finance, Div. of Risk Management, 777 S. Lawrence St., Montgomery, AL 36131,
334-223-6120; www.riskmgt.state.al.us
in the mail. Notice of New Hire Program
Direct link to poster: Not available online. Contact supervising agency.
Contact: Alabama Dept. of Industrial Relations, New-Hire Unit, 649 Monroe St., Room 2683, Montgomery, AL 36131-
0378, 334-353-8491; http://dir.alabama.gov/
Your Job Insurance — Unemployment Compensation *
Direct link to poster: http://dir.alabama.gov/docs/posters/uc_jobinsurance.pdf
OR
http://www.pardons.state.al.us/ALABPP/Divisions/Personnel/Personnel%20PDFs/Posters/uc_jobinsurance.pdf
Contact: Alabama Dept. of Industrial Relations, 649 Monroe St., Montgomery, AL 36131; 334-242-8025;
http://dir.alabama.gov/uc/
Unemployment Compensation Fraud *
Contact: Alabama Dept. of Industrial Relations, 649 Monroe St., Montgomery, AL 36131; 334-242-8025;
http://dir.alabama.gov/uc/
Direct link to poster: http://dir.alabama.gov/docs/posters/wc_fraudposter.pdf
Order today at www.YourEmployeeHandbook.com www.YourEmployeeHandbook.com