BIZMANUALZ SAMPLE EMPLOYEE HANDBOOK POLICIES AND A LIST OF TOPICS AND FORMS

Employee Handbook Policy Manual

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Sample from the Employee Handbook

Section 2:
Employment
2.0 Personnel Administration
The Company has established a Human Resources (HR) Manager or point-ofcontact, which is responsible for personnel administration. Questions
regarding your employment and this Employee Handbook should be
addressed to the Manager of Human Resources.

2.1 Personnel Records

The Company should maintain a personnel file on each employee. An
employee's personnel record begins with their completed employment
application form and resume. From time to time information may be added
to this personnel record regarding an individual's employment status with the
company. Personnel records are the property of the Company and should be
treated the same as any other confidential company information.
The following provisions apply with respect to the company's standards for
establishing, maintaining and handling employee personnel records:

All official records concerning an employee should be kept up to date

and all employees shall promptly report all pertinent personal information
and data changes to the HR Manager.

Employees should be permitted to review their personnel records at

reasonable times and in accordance with state and local laws.

BIZMANUALZ SAMPLE EMPLOYEE HANDBOOK POLICIES AND A LIST OF TOPICS AND FORMS

The personnel file of an employee terminating employment should be

maintained for a minimum of (five) 5 years.

2.1.1 Contents of Personnel Files

Employee personnel records should include the following (but may be filed
separately):

Original Employment Application.

I-9 Form (filed separately).
Performance Appraisal Reports.
Disciplinary action.
Special commendations.

Education achievement.

Status changes affecting employee's work and salary history.

Employee's resume.
Other relevant documents as determined by management.

2.1.2 Employee Information

Employees are asked to help keep the company informed about any major
change, which may affect their employment status. Important changes to
report include:

Name.
Address.
Home telephone number.
Marital status.
Number of dependents.
Any important health information.
Emergency telephone numbers and whom to notify in case of
emergency.
Change of beneficiary.
Authorized payroll deductions.
Additional education and special training courses.

2.1.3 Employee's Request for Review of Personnel Records

The following provisions apply with respect to an employee's request to
review their personnel record:

The HR Manager should have the responsibility of coordinating

the review of an employee's personnel record with the employee's
immediate supervisor.

A member of HR Department must be present while the employee

reviews their personnel file.

The employee may take notes, but may not remove, photocopy, deface
or otherwise make notations on the documents in their personnel file
unless authorized by state or local law.

2.1.4 Management Review of Personnel Files

BIZMANUALZ SAMPLE EMPLOYEE HANDBOOK POLICIES AND A LIST OF TOPICS AND FORMS

All information in employee personnel files is considered confidential.

This information should only be available to the HR Department, senior
management personnel, supervisors or managers who are responsible
for the employee, and the employee.
The supervisor of the department to which an employee may be transferred
should be allowed to review the employee's file with the approval of the HR
Manager and the employee's immediate supervisor. Violation of this policy is
considered a very serious offense.

2.2 Service
Management shall make every effort to accommodate employees during their
transition into or out of service with The Company.

2.2.1 Employee Categories

Company policies apply to all categories of employees. Employees are
divided into the following categories for the purpose of compensation and
benefits.
Full-Time: Employees hired full time (40 hours a week) on a full workweek
basis are considered full-time employees for compensation and benefit
purposes.
Part-Time: Employees whose work schedule is less than full time (less than
40 hours a week) on a full work week basis are part-time employees for all
compensation and benefit purposes.
Temporary: Employees hired as temporary replacement for full-time or parttime employees, or for short periods of employment such as summer month,
peak periods and vacations are considered temporary employees. Temporary
employees are not eligible for benefits regardless of the number of hours or
weeks worked.
.2.2

Job Posting Procedures

All employees should be notified of available internal positions via posting on
the company bulletin board. Positions are normally posted for a period of two
(2) weeks. The applicable contact person should be included on the posting
notice. Interested qualified employees should forward a letter of application
and current resume to the contact person or Human Resources Department.

2.2.3 Employment of Relatives

The company discourages the employment of close relatives. However,
under certain conditions, management may waive this policy in favor of
employing close relatives within the same payroll area. Close relatives are
defined as: spouse, mother, father, son, daughter, brother, sister,
grandparent or in-laws.
Family members should not be allowed to directly supervise another family
member. Employees that enter into a personal relationship, non-work
related, should not be allowed to supervise the other and may have to be
transferred.

BIZMANUALZ SAMPLE EMPLOYEE HANDBOOK POLICIES AND A LIST OF TOPICS AND FORMS

2.2.4 Employment of Minors

The company should fully comply with the Child Labor provisions of the Fair
Labor Standards Act and applicable state statutes, which govern the
employment of minors.

2.2.5 Promotions
Promotions within the company should be based on such factors as quality of
work, prior job performance, experience, educational background,
attendance, safety record and the ability to work well with others.
Our company policy is to promote from within when we have personnel fully
qualified to perform the duties of the position.

2.2.6 Transfer of Employees

Transfer of employees for the company's convenience may be made to meet
company requirements. Requests for transfer by employees should be made
in writing and given to HR management for consideration before interviewing
with a Hiring Manager for another position.
Employees should discuss their desire to transfer with their current
supervisor; however, this is not a requirement. The Hiring Manager should
contact the employee's current supervisor only after receiving the
employees written consent. A Transfer may be made if management
determines it is in the best interest of the company and the employee.
The company provides a relocation program for its employees if they are
requested to transfer within the company. The program is designed to offset
expenses associated with the move. However, it's not intended to
compensate for losses due to fluctuating market conditions, home
improvements and so on.
Employees that wish to transfer or apply to an open position should be given
first consideration. However, the timing of any transfer should be planned so
that ongoing commitments are not jeopardized. Employees interested in
transfer opportunities should contact the HR Manager

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The Company Philosophy

The Company Mission
Equal Employment Opportunity Policy and
Affirmative Action Plan
Employment-At-Will
Sexual Harassment
Safety Rules
Hazardous Wastes
Reporting Injuries and Accidents
Drug Free Workplace
Prohibitions
Drug Awareness Program
Disciplinary Actions
Personnel Administration
HR Personnel Records
Contents of Personnel Files
Employee Information
Employee's Request for Review of

58. Insurance...................................................................................
59. Hospitalization and Medical Insurance
60. Continuation of Group Health Insurance
(COBRA)....................................................................................
61. Life Insurance............................................................................
62. Long Term Disability Insurance
63. Social Security...........................................................................
64. Workers' Compensation
65. Unemployment Compensation
66. Savings Plan 401 (K)
67. Break Room...............................................................................
68. Employee Discounts
69. Educational Assistance
70. Work Schedules.........................................................................
71. Working Hours...........................................................................
72. Salary Employees
73. Hourly Employees
74. Clean Work-Place

BIZMANUALZ SAMPLE EMPLOYEE HANDBOOK POLICIES AND A LIST OF TOPICS AND FORMS

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Personnel Records
Management Review of Personnel Files
Employee Categories
Job Posting Procedures
Employment of Relatives
Employment of Minors
Promotions
Transfer of Employees
Separation of Employment
Work force Reductions
Probationary Period
Extra Income
Process Improvement
Employee-Management Forums
Employee Suggestion Program
Benefit Eligibility
Payroll Information
Time Records
Pay Periods
Salary Compensation for Partial Pay Period
Pay Rate Schedule Hourly Paid Employees
Payroll Deductions
Overtime
Payroll Errors
Garnishment of Employee Wages
Authorized Check Pickup
Pay at Time of Separation
Attendance & Leave
Medical Leave Policy
Sick Leave Credit Limit
Sick Leave Policy Usage
Medical, Dental and Optical Appointments
Exhaustion of Accumulated Sick Leave
Pallbearer, Funeral, Emergency Leave
Civic Leave or Jury Duty
Voting
Military Leave
Maternity Leave
Parental Leave
Leave of Absence

75. Legal & Ethical Conduct

76. Ethical Standards.......................................................................
77. Conflicts of Interest
78. Personal Conduct.......................................................................
79. Confidentiality...........................................................................
80. Bribes, Kickbacks and Illegal Payments
81. Patents and Copyrights
82. Misconduct................................................................................
83. Serious Misconduct
84. Very Serious Misconduct
85. Inexcusable Misconduct
86. Misconduct Investigations
87. Transportation & Travel
88. Company Owned Vehicles
89. Personal Vehicles
90. Living Expense Allowance
91. Other Travel Expenses
92. Expense Records
93. Travel Advances
94. Expense Reimbursement Third Party
95. Expense Policies Violations
96. Company Credit Cards
97. Personal Appearance
98. Business Attire...........................................................................
99. Casual Attire..............................................................................
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Operation
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