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Use the Company Sexual Harassment Policies and Procedures as the starting point for your own company sexual harassment policy. This policy includes procedures for reporting, intervention, hearings, confidentiality, and more.
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Writing the Company Sexual Harassment Policies and Procedures document

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

How do you write a Human Resources Guide document? (alternate or related contract document)

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.

Other payroll deductions may include but are not limited to. a Medical Dental or Life Insurance Premiums. b Parking Permits or Fees. c Discounted Mass Transit or Transportation Flexible Spending Accounts Medical or Dependent Care Flexible Spending Accounts if applicable. d Any amount due the Company from which the employee has financial obligation. Uniforms ID Cards Company Equipment not returned etc. e Union or other professional dues.

f Outstanding fines that have been levied. g Qualified Retirement Accounts or 401k s. Employee Attendance Employees are expected to work regularly scheduled hours as established by the Company and the employees manager. Each employee is normally assigned maximum of hours per week unless otherwise approved by management. Lunch or Meal Breaks Employees are required to take one hour off for their lunch or meal break.

Additional Breaks or Rest Periods Employees who work an eight hour day are allowed up two 15 minute breaks each day. Breaks may not be combined or used to leave work earlier arrive at later time or extend meal breaks without prior approval from management. Overtime If the employees position is classified as non exempt under the provisions of the Fair Labor Standards Act the employee shall be paid the overtime rate for his her pay grade for all hours worked in excess of within seven day work week. No employee shall receive overtime pay without the prior approval of management. Sick leave or vacation leave shall not be considered as hours worked in the computation of qualified overtime pay.

Holidays shall not be considered as hours worked in the computation of qualified overtime pay unless the employee is required to work on the holiday. Group Health Care Plan Company offers group medical insurance program which includes medical and dental insurance coverage for employees and their dependents. The cost of the group medical insurance is paid for by the employee. Group Life Insurance Company offers to all full time employees group life insurance policy with benefit valued at twice the employees annual salary at no additional cost to the employee. Additional coverage may be arranged or purchased by the employee through the Companys selected vendor for Group Life Insurance. The Group Life Insurance benefit may be modified reduced or discontinued in the future as the Company may require. Social Security Benefits Under current law the Federal Social Security System enables retiring employee to supplement payments received from the State Retirement System. The Company and the employee contribute to the cost of Social Security benefits. The deduction from an employees paycheck and the amount contributed by the Company are deposited to the credit of the employee with the state agency for Social Security according to federal regulations. Unemployment Compensation

Employees shall be eligible for unemployment benefits in those circumstances in which they are provided by the state or province Unemployment Compensation Law. Application for unemployment benefits may be initiated at the local State Employment Services Office. The Company reserves the right to protest claims submitted by employees who voluntarily quit or are terminated because of misconduct or to take any other action permitted by applicable law. Religious Observances and Work Schedules If an employee needs accommodations for religious holiday or belief the Company will attempt to aid the employees wishes provided such accommodations do not affect the safety and health of other employees; that no undue hardship is created for the Company or its employees; and that the accommodations do not violate the standards set forth in the Human Resources Guide. Office Closings Due to Emergencies Power Failures or Severe Weather In the event of adverse or dangerous weather in which conditions exist that threaten employee safety the Company may close the Company and require employees to either leave or not report to work.

If power or utility failure or any other emergency condition should prohibit the performance of regular duties operation of equipment or the employees normal business functions management may arrange alternate working arrangements via telecommuting or alternate work locations depending on the circumstances surrounding the closure. In the event that the Company decides to remain open for business all employees will be expected to report to work as usual. Employees who notify their supervisor or manager of an unusual problem or concern that may prohibit their reporting to work will be considered on an individual basis for exception by those employees supervisor or manager s. Holidays The Company will be closed for normal business operations in observation of regular holidays and other holidays as determined by the management and posted by the Human Resources Department. Regular employees and full time temporary employees who are not required to work will be excused on such days without being charged leave or losing pay. In the event such staff members are required to work on holiday they will be granted another holiday or be paid in accordance with the Companys overtime policy. Regular Holiday Schedule Labor Day 1st Monday in Sept. Thanksgiving Day 4th Thursday in November

Christmas Day December 25th New Years Day January 1st Memorial Day Last Monday in May Independence Day July 4th The Human Resources Department will post the yearly schedule of holidays. Vacation Leave

Full time employees and full time temporary employees are entitled to time off with pay for vacation or other personal reasons. An employee accrues vacation leave credits for all hours in which he or she works. Vacation leave may be used for. a Normal work hours. b Paid vacation leave. c Paid sick leave. d Paid jury duty. e Paid military leave. Accrual of Annual Vacation Leave

Full time employees and full time temporary employees with less than months of continuous service with the Company shall earn annual vacation leave at the rate of days or hours per calendar year. Maximum Accrual of Vacation Leave Full time employees and full time temporary employees may accrue vacation leave up to maximum of hours. After hours have been accrued an employee shall not accrue any additional hours until the employee reduces the total number of accrued hours to less than total hours. Vacation Leave Accrual for Partial Employment Full time employees and full time temporary employees shall earn vacation leave at the full monthly rate when in pay status for fifteen or more calendar days during the pay period. When working less than fifteen days during the pay period employees will not earn vacation leave. Scheduling and Approval of Vacation Leave Employees must request all vacation leave that totals five or more consecutive days at least four weeks in advance of the date that the leave is requested to take place. Vacation leave that totals four days or less must be requested at least two weeks in advance of the date that the leave is requested to take place. All leave is subject to the approval of management and employees must make their request using the Company Vacation and Sick Leave Request Form. Requests for leave that are not made through the Company Vacation and Sick Leave Request Form shall be deemed inappropriate and not constitute official notification to the Company of the employees request for leave. This includes authorization made through verbal email or written formats not using the Company Vacation and Sick Leave Request Form. Sick Leave Full time employees and full time temporary employees shall earn sick leave. Employees may take sick leave for the following.

a Personal illness or injury. b Illness or injury to an immediate family member. The definition of immediate family member shall be the employees wife husband life partner father mother brother sister children and corresponding in laws. Employees are required to notify and report to their supervisor or manager prior to an absence for sickness or injury at the earliest opportunity. Employees must detail the reason for the absence and when they expect to return to work. Employees who do not communicate with their supervisor or manager for three consecutive days of absence may be considered as having abandoned their jobs and subject to termination. Accrual of Sick Leave Full time employees and full time temporary employees accumulate sick leave at the rate of one workday hours for each full month worked. Earned sick leave may not be carried over from year to year. Full time employees and full time temporary employees shall earn sick leave at the full monthly rate when in pay status for fifteen or more calendar days during the pay period. When working less than fifteen days during the pay period employees will not earn sick leave.

Use of Sick Leave Full time employees and full time temporary employees may be granted sick leave when they are unable to perform their duties because of personal illness or injury or illness within their immediate family or because they must be absent from work for the purpose of obtaining health related professional services that cannot be obtained after regular working hours. Sick leave is privilege as opposed to an earned right and must be accrued before it can be used. Recording of Sick Leave Departments and administrative offices will maintain record of sick leave accrued by each employee. Absences due to sick leave should be documented on the Companys Annual and Sick Leave Form and reported on the Monthly Service Report by department heads or supervisors who should enter the appropriate hours of each day of absence. The minimum time to be recorded for part of any workday charged as sick leave is thirty minutes. Abuse of Sick Leave

Managers or supervisors who believe that an employee may be abusing sick leave or is claiming sick leave under false pretense may require evidence of illness or injury in the form of statement from physician or other medical certification. The Company reserves the right to grant temporary approval of sick leave subject to the receipt of sufficient evidence of illness or injury. Evidence of abuse of Company sick leave is grounds for disciplinary action including termination. Employees who claim sick leave for the purpose of applying for another job; working second job; or any other activity that is not illness or injury related shall be considered to be engaging in misconduct and dishonest behavior and may be subject to immediate termination. Payment for Sick Leave on Termination or Separation There shall be no payment for accrued or unused sick leave for employees upon termination or separation from the Company.

Family Leave Under special circumstances employees may request an extended family leave for personal reasons. Company grants employees who must be absent for personal reasons for up to six months The Family Leave Term Family leave without pay may be requested by employees for the following reasons. a The birth or adoption of child. b serious personal illness. c The serious illness of the employees immediate family as previously defined above. Family Leave Qualifications Time off for family leave is available to all full time employees or full time temporary employees who have worked minimum of 250 hours over the previous 12 month period.

When possible employees are asked to submit family leave requests days in advance. The Company recognizes that taking time off for family leave may not be foreseeable event and will consider all situations and circumstances under which approval for the leave is being requested. Employees must first exhaust all available sick and vacation leave before being granted family leave. The Company will continue to underwrite any healthcare benefits during the family leave so long as the employee returns to work after the family leave is complete. Company reserves the right to recover all amounts it subsidizes or pays for health insurance for the employee if an employee does not return to work from family leave. An exception shall apply in the case where the employee cannot return to work because of his or her continued illness or that of family member. All sick leave vacation leave retirement credits or other benefit credits shall not accrue while the employee is on family leave. Any employee while on family leave who is found to have applied for work accepted position or is employed by another company will be immediately terminated and the Company shall recover all costs associated with the employees family leave. Any employee failing to return to work from family leave as indicated on the Family Leave Term or failing to properly explain the absence to the Company Human Services Department will be considered as having voluntarily terminated his or her position. Military Leave

Full time employees and full time temporary employees are entitled to military leave of absence when ordered to active duty for training as members of the National Guard or the U. S. Armed Forces. Regular full time employees and full time temporary employees who are ordered to active duty or drafted shall be entitled to reinstatement to their former positions or comparable positions with the same salary or pay grade. Employees placed on extended military leaves of absence will not receive pay from the Company nor accrue annual or sick leave. Military Leave for Training Full time employees and full time temporary employees who are required to become active duty personnel for the purpose of attending training or other active duty events shall not suffer any loss of their regular pay during the first twenty one days of their absence from work. All full time employees and full time temporary employees are required to provide copy of their training orders or other paperwork to their supervisor or manager and must also provide copy of these papers to their Human Resources Department. Administrative Leave Disciplinary Regular employees and full time temporary employees placed on disciplinary administrative leave by the Company shall be subject to the Company Disciplinary Guidelines as defined in the Company Disciplinary Guide. Administrative Leave Non Disciplinary

Regular employees and full time temporary employees placed on non disciplinary administrative leave by the Company shall be subject to the Company Disciplinary Guidelines as defined in the Company Disciplinary Guide. Jury Duty or Witness Summons Regular employees and full time temporary employees selected for jury duty or to give testimony in court proceeding that is not of their own making may request to take sick leave for the days they are required to be absent. Bereavement Leave Regular employees and full time temporary employees shall be granted up to three days per year of bereavement leave for the death of spouse child parent life partner brother or sister grandparent grandparent in law grandchild son or daughter in law mother in law father in law brother in law sister in law stepchildren children in law aunt uncle niece nephew and first and second cousin. All other relationships shall be excluded unless in the case where the employee is guardian.

All bereavement leave is non accumulative. The total amount granted by the Company to an employee shall not exceed three days within any calendar year. If additional days of absences are required the employee may request sick leave or vacation leave. Loss or Damage to Employees Valuables The Company assumes no liability for loss or damage to any employees personal property belongings automobiles or their contents while on Company property. Parking and Transportation Employees are responsible for their own parking and transportation arrangements Company is not responsible for any parking fees fines tickets or other items related to parking transportation or commuting to the office for work. Contact Information

Questions comments or concerns regarding the Human Resources Guide may be directed to hr human resources email or to the following Human Resources Manager or Company representative. hr human resources contact name Changes to this Human Resources Guide The practices described in this Human Resources Guide are current as of current date. company name reserves the right to modify or amend this Human Resources Guide at any time. Appropriate notice will be given to all employees concerning such amendments. Effective Date. current date Read and signed effective as of the date first written below. EMPLOYEE By signator authorized signature or signer.

Job title of signator authorized signature or signer. Date when the contact was signed

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