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"."
Introduction to the Human Resources Guide Employee Handbook HR Employment Policies Code of Conduct Use this Human Resources Guide as template for your own company policy. Carefully review the entire document and edit the policy where appropriate for your needs. If you have questions regarding local employment laws consult an attorney or business advisor in your local area. This document provides company name employees vendors contractors and other staff with important information and guidance concerning company names policies and procedures; its code of conduct; its stated mission and goals and all other organizational policies that govern working for or with company name. This document should not be considered complete and comprehensive guide as to what is acceptable behavior or company policy but should serve as guide to aid staff with the most common or frequent questions and concerns they may have. Policies procedures and guidelines contained in this guide are subject to change and all staff is encouraged to consult manager or Human Resources Manager should they have any questions that do not appear to be covered in this guide. In all cases the policies stated in the Human Resources Guide shall prevail in the event of any conflict between the information contained in the Guide and verbal statements about the Human Resources Guide or Company policies or procedures. Purpose and Use of This Guide
The purpose of the Guide is to provide employees vendors contractors and other staff with company names code of conduct; its administrative and organizational rules; and the policies procedures and regulations governing business and personnel matters while employed by company name. This Guide shall not be construed as an employment contract or covenant between the employee vendors contractors and other staff and the Company. All employees must read and become familiar with these policies and procedures and refer to this Guide as reference if they have questions and concerns about conduct and company policies or procedures. Definitions of Personnel covered under this Code of Conduct shall include but are not limited to. Employees Temporary Employees Volunteers Contractors Consultants Vendors Staff or any other personnel conducting work for or on behalf of company name. The term Employee shall be interchangeable with all other definitions of personnel unless otherwise noted. Responsibility of Company company name shall be responsible for distributing to all new employees vendors contractors and other staff copy of the Human Resources Guide in print or electronic format s.
Responsibility of Employees Vendors Contractors and other Staff Employees vendors contractors and other staff shall be responsible for reading and signing this document and returning signed copy to Company Human Resources Department or designated representative or agent. This Guide will also serve as guide to the benefits offered to employees by the Company. These policies and benefits are subject to change at the Companys sole discretion and are not intended to be part of any compensation agreement or promise. At Will Employment Unless specified in writing elsewhere all employment with Company is at will and may be terminated by the Company or employee at any time for any reason or no reason at all. Adherence to Laws and Regulations It is the policy of the Company to comply with Federal and State laws and regulations governing Health Civil Rights Sexual Harassment Disability Equal Pay Education Veterans Fair Labor Standards and Occupational Safety. Employment Eligibility Guidelines Minimum Job Requirements
Minimum Job requirements shall be determined on an individual basis and made available through the Human Resources Department. Age Requirements To be employed by company name an applicant must be at least years of age except in the case of student workers. Resident Aliens A resident alien may be employed by the Company provided he or she has documented legal proof of the right to work in the United States. An approved visa or other work permit must be provided to the Human Resources Department prior to application for position with the Company. Minimum Wage for Employment At minimum the Company shall pay The Fair Labor Standards Act FLSA wage and proper overtime compensation to employees subject to the provisions of the FLSA.
Equal Opportunity Employer Company is an Equal Opportunity Employer and all advertisements shall display the statement whenever possible. Employment Status No one shall be considered employed by the company until written contract is signed by both an agent of the Companys Human Resources Department and the employee. No manager supervisor or other employee is authorized to make an oral or written agreement for employment to any applicant. No contract shall be executed between the Company and an employee that is inconsistent with the policies and procedures contained in this Human Resources Guide. Employment Period The Employment Period shall be considered to be the period of time during which the employee has uninterrupted service as an employee of the Company. New Employee Orientation
New employees are introduced to working for company name through an initial meeting conducted between the employees and either their manager or supervisor or an agent of the Company Human Resources Department. Meetings are conducted twice month and employees are encouraged to seek additional help and clarification of the Company policies and procedures should they require help beyond this New Employee Orientation. Transfers or Demotion If an employees job performance is determined to be below standard the employees manager or supervisor shall attempt to work with the employee to try to raise the employees performance to satisfactory level. If the employees job performance does not improve or the employee shows no desire to improve job performance the Company may determine that the employee be demoted or terminated. In the case of demotion this may include but is not limited to. a Moving the employee to another position at lower salary or grade level. b Reclassifying the employees existing position to lower salary or grade level. In the case that demotion results in reduction in the employees salary or grade level such reduction shall only take place following proper written notification sent to the employee in accordance with any applicable procedures governing such notifications.
Employees who voluntarily transfer from one qualified position to another position with lower salary or pay grade shall be paid in accordance with the lower salary or pay grade and not in accordance with the higher salary or pay grade under the previous position. Promotion If an employees job performance warrants promotion management shall initiate change of assignment for the employee including assigning new job description title or pay grade. Promotion shall only become effective by management signing and filing an approved Employee Promotion Authorization Form and having it recorded by the Human Resources Department. Automatic Termination Date or Contract Non renewal Date In the event that an Employees position or offer of employment has predetermined termination or contract non renewal date that employee shall be designated as Temporary Employee. The length of time that makes up the Temporary Employees employment shall be designated as the employees Employment Term. As it pertains to leaves of absence and other qualified time off no time shall be granted for the period of time after the termination date. All leaves of absence whether related to qualified benefits or not shall only be granted within the employees employment term.
Dual Employment Positions An employee of the Company may hold only one full time position with the Company including positions designated as temporary employment. Part time employees may subject to prior authorization and approval from the Company Human Resources Department hold more than one position subject to the policy. Outside Employment A full time employee may NOT work another job outside of their employment with the Company. This includes. a Any freelancing or moonlighting that interferes with his her performance with the Company. b Any association with or engagement in external activities or associations whether voluntary or not that violate Companys regulations or policies or bring discredit to the Company. c Any manipulation of the employees normal work schedule assignments or other duties to accommodate external activities.
d Any associations with or engagement in external activities that compete or interfere with endeavors of the Company. Re employment Any former employee who resigns from his her position with the Company in good standing and is subsequently re employed after days shall be considered new hire for purposes of benefits and sick leave. Personnel Records The Company shall maintain an official personnel file for each employee in secured area in the Human Resources Department. This file shall be designated as confidential and contain materials consisting of but not limited to. a Employees application for employment. b Employees resume and or supporting exhibits. c Copies of any official transcripts certifying degrees and certificates received or documents certifying licenses received. d Benefit and Cafeteria plans or elections in which the employee and his or her dependents are enrolled.
e Records of all leave vacation leave sick leave and all other leaves taken to date. f Any Company personnel action forms or actions taken by Company personnel pertaining to employee. g Any disciplinary reports or actions taken including written reprimands probations suspensions or terminations. h Any performance reviews or evaluations. i All pre employment information letters of references examples demos security clearances or other related materials. Employees shall have no right to remove any material from their personnel files. In the event that erroneous or untrue information is found within the personnel file employees may make written request detailing the error and documenting any supporting information employees may have that supports their claims. Human Resources Manager will follow up on each employees request and take appropriate action.
Change of Address Certifications and other Critical Information Employees are required to report any change in name address telephone number marital status social security number or number of dependents as well as any change to certifications degrees or other certificates. For positions contingent upon the employee maintaining specific certification critical certifications or degree the employee will make the Company Human Resources Department aware of the renewal or expiration dates critical renewal dates of such certification s. The Company Human Resources Department will aid the employee by reminding him her of these critical renewal dates; however it is the employees sole responsibility to ensure that he she stays current with all critical certifications. Salary and Hourly Schedule It is the Companys policy to maintain salary or hourly schedule for all positions that the Company employs. Salary and hourly wages shall be determined By signator authorized signature or signer. a The duties and responsibilities skill set education and experience required for the position. b The availability of applicants with the above skills for the position. c The financial restraints and budgetary considerations.
d The financial status of the Company and the requirements of the Fair Labor Standards Act. Company Payroll Policies and Procedures Payroll is processed twice per month on the second and fourth Wednesday of the month. Unless otherwise arranged payroll checks are issued on the Friday following the end of the pay period. Checks are distributed from the Company Accounting Department or designated payroll service. Company offers payment in either check or direct deposit formats. Although checks are distributed two days after the pay period ends Company shall not be responsible for delays due to. a Holidays and Bank Closures. b Errors in employee information deductions or banking information. c Delays in wire transfers. d Delays due to strikes earthquakes riots natural disasters or other events outside the Companys control. Checks shall be sent to the address on record for the employee unless otherwise arranged by the employee. All direct deposits shall be processed the same day as checks are processed and are subject to the individual policies of the employees designated bank. Accompanying each check shall be statement showing current gross and net earnings including any itemized deductions year to date earnings and other standard deductions and annual sick leave balances. Company is required to deduct federal and state income taxes the Federal Insurance Contribution Act FICA taxes Medicare and contributions to the respective state unemployment compensation program for the state in which the employee works.
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