alone would have cost us thousands for a private lawyer to create. We had them reviewed by a lawyer in the business and he made the statement that, "these are very good contracts and are very well done throughout"."
EQUIPMENT CHECKOUT AND RESPONSIBILITY FORM company name address address city state or province zip or postal code Phone phone number CHECKOUT DATE. Employee Name Please print Department Supervisor
Equipment to be checked out to Employee by Company Included Software and Licenses attach additional lists if necessary Replacement Value of all Equipment and Software Please list any defects damage or problems with any equipment to be checked out to employee. Sensitive and Confidential Information All employees contractors or staff members have the obligation to protect sensitive and confidential information that may be contained on any equipment that they check out or that may be in their possession. All mobile computing users who make use of wireless networks must use VPN encryption protocols to send or transmit sensitive or confidential information in any form. No employee contractor or staff should ever access an internal company network resource without being secured by VPN encryption protocols as all Company internal networks network resources or other internal assets shall be deemed sensitive and confidential information. The Company also reserves the right to pursue legal remedy for damages incurred as result of an employees violation. For additional information consult the Company Wireless Network and Mobile Computing Policy.
Certain illegal activities will require that Company immediately notify or comply with the proper authorities upon discovery. The Company reserves the right to examine any users equipment whether personally owned or Company owned that accesses Company Email Account Web Logs Chat Logs Networks Access Points or any other information passed through Company resources or Network or stored on Company computers at any time and without prior notice. Company is not responsible for users who display store or otherwise transmit any personal information such as passwords banking information credit card numbers social security or tax ID numbers or make use of Internet passports or wallets while using Company equipment. Company shall not be held liable for damages resulting from any loss of such information abuse by other parties or any consequential loss of personal property or injury resulting from the storage or loss of such information. The practices described in this Equipment Checkout and Responsibility Form are current as of current date. Company reserves the right to modify or amend this policy at any time. Effective Date. current date I hereby declare that have read and fully understand my duties and obligations set forth in the above Equipment Checkout and Responsibility Form for company name and will uphold these duties and obligations at all times.
EXECUTED as of the date first written above. Signature. Date when the contact was signed Employee Initials
company name PETTY CASH POLICY Introduction company names policy on handling petty cash is described below. Use this page to describe your organizations policys for using and handling petty cash small amounts of bills and coins. Purpose and Permitted Usage Describe here how and when petty cash should be used as well as usages that are not permitted. For example you might say something like The petty cash supply is maintained and used for making change during ticket sales only. Any other use must be approved in advance by the manager. Authorized Users List the names of individuals or the category of people e. g. cashiers or waiters who are authorized to handle the petty cash. Setup and Reimbursement of Cash Supply
Describe your policy for accounting for petty cash at the beginning of time period. For most organizations this would be the beginning of work shift or business day but it also could be every time different employee handles the cash. Describe how and by whom the cash is acquired and counted during setup for the work period or event. Be sure to include the numbers and types of bills and coins that are required at the beginning of the period too as well as describing how and by whom petty cash will be resupplied after spending. Documentation Accounting Describe how records will be kept of how cash was disbursed. For example you might say All usages of petty cash the amount the recipient the reason must be entered in the ledger that accompanies the cash box or Each disbursement from the petty cash fund must be entered in the XYZ spreadsheet online. Reconciliation Describe who is responsible for reconciling the records of expenditures from the petty cash fund and when this must happen. For example you might write At the end of each shift the supervisor must reconcile the usage of petty cash with the remainder write the total usage and remainder in the ledger and sign next to the daily total. In the event that the amounts cannot be reconciled this discrepancy must be reported to the division manager. Securing the Petty Cash
Describe how and where the petty cash will be kept and who has the responsibility for securing the funds when they are not in use. This might include routinely depositing funds in excess of specific amount in bank account locking the funds up in safe etc. Other Considerations Describe any other important issues. These might include your policies for changing the amount of petty cash on hand closing an account authorizing substitute personnel on occasion or penalties for mishandling the petty cash any details that are part of your petty cash policy and have not been described above. Effective Date. current date Approval. approved approver
company name SEXUAL HARASSMENT COMPLAINT FORM Name. Job Job title of signator authorized signature or signer. Office Number Work Location. Work Phone Number. Home Phone Number. Description of alleged sexual harassment. Describe multiple incidents separately including times dates locations and people present. Use additional pages as needed.
Date alleged harassment was first reported. Person to whom alleged harassment was first reported. If complainant knows of others who have been sexually harassed in similar manner provide names and job titles below. If the complainant has filed grievance with any other agency state where and when below. Complainants signature. Date. Witnesss signature. Date. address address city state or province zip or postal code Phone phone number
company name SEXUAL HARASSMENT POLICIES AND PROCEDURES Introduction This Companys Sexual Harassment Policies and Procedures were created by the Company in order to provide protection of the rights of individuals and to provide set of common definitions and guidelines for code of conduct while working for Company. This policy is written to reflect both the Companys existing Sexual Harassment Policies as well as the federal statutes under which the Company operates its business. The goal of this policy is to allow for an environment that is free of Sexual Harassment by way of comparable protection of the rights of our employees customers contractors and vendors through standardized practices and procedures. Company seeks to increase awareness of the Companys Sexual Harassment Policies and Procedures and to provide education and information for employees in order to help employees understand Sexual Harassment and the Companys policy concerning Sexual Harassment as well as their rights and responsibilities as employees of the Company.
Definitions Sexual Harassment Sexual Harassment shall mean all behavior that is considered to be unwelcome attention that is of sexual nature or topic. victim of Sexual Harassment does not necessarily have to be the one directly harassed but may be expanded to include anyone who finds the behavior offensive and considers himself or herself to be affected by such behavior. Sexual Harasser Sexual Harasser shall mean one who is engaging in Sexual Harassment. Within the context of working with the Company Sexual Harasser may be but is not limited to co worker supervisor manager customer or even stranger. Complainant Complainant shall mean the person or persons who bring forth the complaint or request for investigation into alleged Sexual Harassment. Respondent Respondent shall mean the person or persons toward whom the Sexual Harassment complaint is directed. The Respondent is usually the Sexual Harasser or the parties involved in Sexual Harassment.
Policy Statement Company provides professional working environment and is committed to making such environment free from Sexual Harassment. Sexual Harassment is form of sex discrimination and is illegal. The Company will not tolerate Sexual Harassment in any form. Insert whether your company requires training and what type of training must be completed. The Company provides this training to further their commitment to educate and train their employees about Sexual Harassment and other workplace harassment issues. Definition and Statutory Reference Harassment on the basis of sex is discrimination and is violation of Title VII of the Civil Rights Act of U. S. C. §2000e and Title IX of the Educational Amendments of U. S. C. §1681. Sexual Harassment will often but not always exploit relationship that is between individuals of unequal authority or power in the workplace. Examples include relationships such as those between an employee and manager; between an employee and supervisor or lead; or between an employee and another employee irrespective of their positions with the Company. Sexual Harassment is not limited by the gender of either party; it is not limited by the superior or subordinate relationship of either party; it is not limited to Sexual Harassment that may occur within the confines of the building or office you may work in nor is it limited to the hours you work while employed by the Company. Sexual Harassment includes but is not limited to the following types of behavior and situations. * written or verbal comments emails telephone calls or text messages that are of sexual nature; * physical contact that is of sexual nature;
* imposition of terms or conditions of employment or giving of instruction to an employee whether explicitly or implicitly that is of sexual nature; * use of such behavior as criteria whether explicitly or implicitly for evaluation in making decisions affecting an individual or employee; * conditions that create hostile or intimidating environment or workplace; * conditions that allow any such behavior to be perpetuated or tolerated by another employee or individual. In relation to the above items behavior considered to be sexually harassing may also include but is not limited to. unwelcome sexual flirtations advances or propositions; verbal remarks of sexual nature whether directed to an individual or group including sexually explicit or offensive jokes; graphic or degrading verbal or written comments of sexual nature about an individual or the individuals appearance; any suggestive or unwelcome physical contact; conduct of sexual nature that interferes with an employees activities or with an employees job performance; or assault.
Responsibility It is the Companys responsibility to investigate and respond to all allegations of Sexual Harassment in manner that is both consistent and in accordance with the law. Confidentiality The Company shall make all efforts to respect the right to confidentiality of all of the parties involved in Sexual Harassment investigation. The Company cannot absolutely guarantee the confidentiality or privacy or absolutely protect the identity of any of the parties involved in an investigation or Sexual Harassment complaint. Complaints Found to be Malicious or Frivolous Charges or complaints found to be malicious or with the intent to damage another persons reputation or standing may result in sanctions imposed or even charges filed against the Complainant by the respondent. Unsubstantiated Claims
The failure to substantiate Sexual Harassment claim shall not automatically constitute frivolous or malicious charge. Retaliatory Action Action taken against any individual whether employee or otherwise that is result of that individual filing complaint or seeking redress due to an incident or incidents of Sexual Harassment is strictly prohibited. Any such actions taken by employees of Company shall be regarded as separate causes for complaint and or disciplinary action. Seeking Remedy or Redress Outside of the Company The Companys Sexual Harassment policy does not prevent employees from pursuing complaint with any third party or agency. Company Procedures The Company takes all complaints of Sexual Harassment seriously. The Company also has an obligation to investigate all claims of Sexual Harassment brought forward by Complainant in thorough and judicious manner that also respects rights of the respondent s. The Company shall consider any report to its Executives its Human Resources Department Manager or Supervisor of Sexual Harassment complaint to be serious matter and the department or supervisor who first takes in the report must immediately notify his her superiors or manager for further processing. The person or department first receiving the report must immediately notify the Human Resources Department so that the complaint can be recorded clarified and assigned to staff member to investigate and so that the Company may take preventive and corrective action. Companys Sexual Harassment procedures are composed of two parts.
Company intervention and Company conducted hearing. Step 1. Intervention by Company Intervention is an attempt by the Company to resolve all Sexual Harassment complaints directly without focus on either motive or blame. Resolution of complaints at this stage requires agreement on the part of all parties involved. Agreement must be voluntary and without duress on the part of either party. Resolution at the intervention step can often produce the greatest benefit to all parties. The Company will provide trained staff for facilitating the intervention step and intervention shall occur at time and place of the Companys choosing. Actions taken in the intervention step include but are not limited to. * listening to the Complainant to find out what action or resolution he she desires; * advising both the Complainant and the respondent as to the scope of the Sexual Harassment Policy and the definition of behavior; * having the Complainant meet with the respondent to discuss the complaint while third party is present;
* providing information to the respondent that concerns actions that the Complainant may consider to be Sexual Harassment; * undertaking an initial investigation into the complaint; * conducting an educational session or educational workshop on Sexual Harassment for the department or Company and providing an attendance record as proof of notice given to the respondent of this policy; * having supervisor manager or executive counsel the respondent; * helping to draft letter of apology transfer of either party voluntary resignation or other appropriate level of Company sanction ; * conducting follow up inquiry to see if the complaint has been resolved or if the Complainant still wishes to take further action. Record Keeping
All complaints shall be documented and stored in confidential file. Complaints must be kept separate from any personnel or other employment files. Documentation must include name of the Complainant and all respondents including complete description of the complaint date witnesses and any other information relevant to the case. Reporting The Company Human Resources Manager is responsible for communicating to the Company insert Executive Board CEO President. etc. the number type and disposition of Sexual Harassment complaints received. All of these communications shall be confidential and shall not disclose the names of the Complainant or the respondent. Complaint Withdrawal In the case of withdrawal of the complaint by the Complainant the intervention may or may not continue at the discretion of the Company. Confidentiality of Communication and Complaints The Company will make every possible effort to maintain confidentiality during the intervention; however confidentiality cannot be 100% guaranteed. Step 2. Hearing
The hearing is the second procedure that the Company may undertake at its discretion in order to resolve complaints of Sexual Harassment. The hearing will consist of the following policies and procedures. Timeliness of Hearing All stages of the hearing procedure shall have time limits imposed upon them that are both reasonable and expedient. The Human Resources Director shall set all times and locations of meetings hearing and other items relating to the Sexual Harassment complaint and communicate and confirm such times to each party in writing. Hearing should occur within ten business days after the formation of Hearing Board. Withdrawal of the Complaint The Company should advise the Complainant about what will happen if the Complainant wishes to withdraw his her complaint at this phase. Should the Complainant wish to withdraw the complaint the hearing may or may not continue at the discretion of the Company.
Contents of the Written Complaint The complaint must be signed and dated by the Complainant and include the name of the parties involved the Complainants address the date of the complaint the date or period of time that the complaint takes place the nature and description of the harassment and any accompanying information that the Complainant deems appropriate. The Company Human Resources Department shall treat any written notification by any employee or manager whether received electronically or otherwise as notification of Sexual Harassment and shall begin the appropriate investigation; however for the purposes of the hearing phase the Companys Sexual Harassment Report must be signed and completed by the Complainant prior to the start of the complaint hearing. Notification of Hearing Procedure The Company shall notify all parties of the time place and rules concerning the hearing procedure. The hearing shall occur no less than ten business days from the date of the notification to allow all parties to gather their evidence and testimony except in the case of unilateral agreement by all parties that the hearing should proceed sooner or later than the allotted ten business days. Hearing Board
The Hearing Board shall consist of the following members or participants. * Insert board member by name or title * Insert board member by name or title * Insert board member by name or title * Insert as many additional members as you require The Hearing Board shall designate Hearing Officer who shall preside over the hearing. Hearing Procedure The hearing is intended to provide an opportunity to determine whether Sexual Harassment has occurred and whether the Companys Sexual Harassment policy has been violated. Each party shall be given complete and fair hearing. The hearing process shall be formal but is not to be considered court proceeding by either party. Nothing contained in the hearing process statements or testimony or found by the hearing panel shall be construed binding or considered to be evidence in court of law. All parties involved in the Sexual Harassment complaint shall have the right to retain legal representation if they so wish. Each party shall be expected to give testimony and the hearing panel will record and hear all evidence that it believes is relevant to the Sexual Harassment complaint. The hearing shall be conducted as follows.
1. The Hearing Officer shall read the complaint and ask the respondent to either confirm admit or deny dispute the complaint s. 2. Both parties may make opening statements. Opening statements should be brief respectful of all parties present at the hearing procedure and should not be used to present evidence. 3. The Hearing Board shall give all parties the opportunity to present evidence relevant to the complaint s. 4. Both parties may make concluding statements. Parties may should they wish submit any additional written arguments or testimony to the Hearing Board at this time. 5. The Hearing Board shall then deliberate and by majority vote of its members make finding as to whether the Company Sexual Harassment policy was violated and what actions or sanctions should occur that the Company deems appropriate and consistent with this Sexual Harassment Policy.
Outcome and Record Keeping The outcome of the hearing shall be decided on by the Hearing Board and all findings recorded by the Human Resources Department and entered in the appropriate personnel file s. During the hearing procedure and sanction the Company shall make every reasonable attempt to keep the Sexual Harassment complaint and all associated documents confidential; however confidentiality cannot be guaranteed. Appeal of Either Intervention or Hearing Each party involved in Sexual Harassment complaint has the right to appeal. Appeals can be made by completing written request of appeal to the Human Resources Department. Contact Information Questions comments or concerns regarding the Sexual Harassment Policy may be directed to hr human resources email or to the following Sexual Harassment Advisor or Company representative. hr human resources contact name
Changes to this Sexual Harassment Policy The practices described in this Sexual Harassment Policy are current as of current date. Company reserves the right to modify or amend this Policy at any time consistent with the requirements of the Sexual Harassment Principles. Appropriate public notice will be given concerning such amendments. This Policy may be changed periodically in accordance with the requirements of the Sexual Harassment Principles. Effective Date. current date Approval. approved approver