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EMPLOYEE HANDBOOK POLICIES AND PROCEDURES


TABLE OF CONTENTS Human Resources Pro’s MISSION______________________________________________ 1 Human Resources Pro’s VALUES _______________________________________________ 1 POLICIES __________________________________________________________________ 2 Opern Door _____________________________________________________________________ 3 At-Will Employment ______________________________________________________________ 3 Immigration Compliance __________________________________________________________ 3 Equal Employment Opportunity Policy _______________________________________________ 4 Policy Against Discrimination and Harassment _________________________________________ 4 Policy Against Workplace Violence __________________________________________________ 6 Life-Threatening Illnesses in the Workplace ___________________________________________ 7 Health Insurance Portability and Accountability Act _____________________________________ 8 Media Relations Policy ____________________________________________________________ 8 Business Expense and Travel Policies _________________________________________________ 8 Computer Software Duplication Policy _______________________________________________ 9 Cellular Phone Policy _____________________________________________________________ 9 Introductory Period ______________________________________________________________ 9 Rehire Policy ___________________________________________________________________ 10

WHAT THE COMPANY EXPECTS FROM ITS EMPLOYEES ____________________________ 11 Proprietary and Confidential Information ____________________________________________ 11 Ownership of Work _____________________________________________________________ 11 Business Ethics, Conduct and Conflicts of Interest______________________________________ 12 Conflicts of Interest _____________________________________________________________ 12 Gifts and Gratuities______________________________________________________________ 13 Kickbacks______________________________________________________________________ 13 Whistleblower Protections ________________________________________________________ 14 Complaint Investigation and Confidentiality __________________________________________ 14 Discipline______________________________________________________________________ 14 Company-Supplied Equipment _____________________________________________________ 14 Telephones ____________________________________________________________________________ 15 Mail__________________________________________________________________________________ 15 Facsimile _____________________________________________________________________________ 15 Voice Mail ____________________________________________________________________________ 15

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Electronic Mail _________________________________________________________________________ 16

Internet Access and Usage ________________________________________________________ 16 Blogging/Blogosphere ___________________________________________________________ 17 Copyrights _____________________________________________________________________ 17 Computer and Network Security ___________________________________________________ 17 Inspections on Company Premises __________________________________________________ 18 Outside Employment ____________________________________________________________ 19 Position on Unions ______________________________________________________________ 19 Solicitation/Distribution of Literature on Company Time ________________________________ 20

PROFESSIONAL BEHAVIOR ___________________________________________________ 21 Attention to Work ______________________________________________________________ 21 Attendance/Absence Notification __________________________________________________ 21 Reporting Attendance ___________________________________________________________ 21 Absences ______________________________________________________________________ 21 Dress Code ____________________________________________________________________ 22 Drug-Free Workplace ____________________________________________________________ 23 Weapons ______________________________________________________________________ 23 Facilities and Equipment _________________________________________________________ 23 Good Housekeeping _____________________________________________________________ 23 Dissemination of Proprietary Information ____________________________________________ 23 Customer Relations _____________________________________________________________ 23

WHAT EMPLOYEES CAN EXPECT FROM THE COMPANY ____________________________ 25 Working Hours _________________________________________________________________ 25 Telecommuting _________________________________________________________________ 26 Compensation Philosophy ________________________________________________________ 26 Salary Administration ____________________________________________________________ 26 Reporting Time _________________________________________________________________ 27 Overtime Pay __________________________________________________________________ 27 Holiday Pay ____________________________________________________________________ 28 Payment on Resignation or Termination _____________________________________________ 28 Job Duties _____________________________________________________________________ 28 Employment of Relatives _________________________________________________________ 28 Employment Reference Checks ____________________________________________________ 29

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Former and Current Employee References ___________________________________________ 29 Verification of Employment _______________________________________________________ 29

CAREER DEVELOPMENT _____________________________________________________ 31 Annual Performance Evaluation ____________________________________________________ 31 Continuous Feedback ____________________________________________________________ 31 Promotions ____________________________________________________________________ 31

DISCIPLINE PROCEDURE AND STANDARDS OF CONDUCT __________________________ 33 Corrective Action _______________________________________________________________ 33 Progressive Discipline ____________________________________________________________ 33 Standards of Conduct ____________________________________________________________ 34 Business Conduct & Ethics ________________________________________________________ 36

YOUR PAY ________________________________________________________________ 37 Pay Schedule ___________________________________________________________________ 37 Direct Deposit __________________________________________________________________ 37 Payroll Deductions ______________________________________________________________ 37 Garnishments __________________________________________________________________ 37 Administrative Pay Corrections ____________________________________________________ 38 Pay Advances __________________________________________________________________ 38

TIME AWAY FROM WORK ___________________________________________________ 39 Paid Time Off (PTO) _____________________________________________________________ 39 Eligibility _____________________________________________________________________________ 39 Accrual _______________________________________________________________________________ 39

Holidays ______________________________________________________________________ 41 Jury/Witness Duty ______________________________________________________________ 41 Military Duty ___________________________________________________________________ 42 Bereavement __________________________________________________________________ 42 Voting Time Off_________________________________________________________________ 43 Leaves of Absence ______________________________________________________________ 43 Family and Medical Leave Act (FMLA)_____________________________________________________ 43 Required Certifications __________________________________________________________________ 48 Return from FMLA Leave ________________________________________________________________ 50 Expanded FMLA Military Family Leave Rights ______________________________________________ 51 Maternity Leave ________________________________________________________________________ 51 Personal Leave of Absence _______________________________________________________________ 52

FOR YOUR PROTECTION_____________________________________________________ 53 Safety ________________________________________________________________________ 53

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First Aid _______________________________________________________________________ 53 Badge Security [Remove if not used by Company] ______________________________________ 53 Visitors on the Premises __________________________________________________________ 54 Workplace Monitoring ___________________________________________________________ 54 Emergency/Weather-Related Closing _______________________________________________ 54 Report of Work-Related Accidents __________________________________________________ 55 Personnel Records ______________________________________________________________ 55 Smoking ______________________________________________________________________ 56

FOR YOUR BENEFIT ________________________________________________________ 57 Benefits _______________________________________________________________________ 57 Gaps in Service _________________________________________________________________ 57 COBRA________________________________________________________________________ 58 Government Benefits ____________________________________________________________ 58 Social Security _________________________________________________________________________ 58 Workers’ Compensation _________________________________________________________________ 58 Unemployment Insurance ________________________________________________________________ 58

SEPARATION OF EMPLOYMENT ______________________________________________ 59 Types of Termination ____________________________________________________________ 59 Notice of Voluntary Resignation____________________________________________________ 59 Reductions in Force _____________________________________________________________ 59 Notice of Employment Termination _________________________________________________ 60 Exit Interview __________________________________________________________________ 60 Obligations on Termination _______________________________________________________ 60 Final Pay and Return of Company Property ___________________________________________ 60

INDEX ___________________________________________________________________ 61 ACKNOWLEDGMENT _______________________________________________________ 64

WELCOME!

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PRESIDENT'S LETTER [INSERT WORDS FROM CEO AND/OR PRESIDENT]

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Mission Statement and Values

Human Resources Pro’s MISSION [INSERT COMPANY MISSION STATEMENT] Human Resources Pro’s VALUES Passionate We are passionate about helping our employees learn and relentless in our development of products that helps them succeed. Agile We are quick in responding to customer needs and in identifying and developing business opportunities. Collaborative We work in a culture of learning --- where team-work and cooperation are valued. Accountable We do what we say and say what we mean.

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POLICIES

Contract Disclaimer This employee handbook is distributed to employees as a guide and summary of the current policies, procedures, and work rules of Human Resources Pro. This handbook is not intended, nor should it be construed, as a binding contract of employment, expressed or implied. The Company may change or revoke the provisions of this handbook at any time, with or without prior notice to employees. Any earlier oral or written policies or handbooks regarding the terms and conditions of employment at Human Resources Pro that may have been made or distributed are hereby void and superseded. Some of the subjects described here are covered in detail in official policy documents. You should refer to these documents for specific information, since this handbook only briefly summarizes those benefits. Please note that the terms of the written insurance policies are controlling.

Integration Clause and the Right to Revise This Handbook contains the employment policies and practices of Human Resources Pro in effect at the time of publication. Obviously, it is not possible to anticipate every situation that may arise in the workplace or to provide information that answers every possible question. Undoubtedly, circumstances may require the Company to change its policies, practices, and benefits described herein from time to time. Accordingly, the Company reserves the right to revise, modify, delete or add to any and all policies, procedures, work rules or benefits stated in this Handbook or in any other document, except for the policy of at-will employment, at any time. For this reason we urge you to check with your supervisor to obtain current information regarding the status of any policy or practice.

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Open Door Human Resources Pro has an open-door policy that encourages employee participation in decisions affecting them and their daily professional responsibilities. Employees who have work-related concerns or complaints are encouraged to discuss them with their supervisor or any other manager with whom they feel comfortable. Human Resources Pro believes that employee concerns are best addressed through this type of informal and open communication. Employees are encouraged to pursue discussion of their work-related concerns as soon as possible after the events that cause the concern and continue until the matter is fully resolved. Although Human Resources Pro cannot guarantee that in each instance the employee will be satisfied with the result, Human Resources Pro will attempt to explain the result to the employee in each instance. Human Resources Pro will also attempt to keep all such expressions of concern, the results of its investigation, and the terms of the resolution confidential. In the course of investigating and resolving the matter, however, some dissemination of information to others may be appropriate. No employee will be disciplined or otherwise penalized for raising a good-faith concern.

At-Will Employment All employment with Human Resources Pro is “at will.” This means that both employees and Human Resources Pro have the right to terminate employment at any time, with or without advance notice, and with or without cause. No one other than the Managing Partner of Human Resources Pro has the authority to alter this arrangement, to enter into an agreement for employment for a specified period of time, or to make any agreement contrary to this policy, and any such agreement must be in writing and must be signed by the Managing Partner of Human Resources Pro and the affected employee.

Immigration Compliance This Company is committed to employing only United States citizens and aliens who are authorized to work in the U.S. We do not unlawfully discriminate on the basis of citizenship or national origin. Under federal law, all new hires must produce original documentation establishing their identity and right to work in the United States, and complete an INS Form I-9 swearing that they have a right to work in the United States. Documentation must be produced within three business days of hire or on the first day of any employment that is less than three business days. Former employees who are rehired must also complete the form regardless of the length of time between termination and rehire. Required documentation must be presented to Human Resources, which will be responsible for processing the documents. Authorization documents will be copied and placed with the employee’s Form I-9 in a special file separate from the employee’s personnel file. Employees who have questions or are seeking more information on immigration law issues are encouraged to contact Human Resources. Employees may raise questions or complaints about immigration law compliance without fear of reprisal.

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Equal Employment Opportunity Policy It is the policy of Human Resources Pro to provide equal employment opportunity for all applicants and employees. Human Resources Pro does not unlawfully discriminate on the basis of race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), national origin, ancestry, age, physical disability, mental disability, medical condition, family care leave status, veteran status, marital status, or sexual orientation. Human Resources Pro also makes reasonable accommodations for disabled employees. Finally, Human Resources Pro prohibits the harassment of any individual on any of the bases listed above. For information regarding the following topics, please refer to the Company’s Policy Against Harassment contained within this handbook, including the types of conduct that constitute harassment and the Company’s internal procedures for addressing complains of harassment.  This policy applies to all areas of employment including recruitment, hiring, training, promotion, compensation, benefits, transfer, and social and recreational programs.  It is the responsibility of every manager and employee to conscientiously follow this policy.  Any employee having any questions regarding this policy should discuss it with Human Resources.

Policy Against Discrimination and Harassment Discrimination Human Resources Pro is committed to maintaining a workplace free from unlawful discrimination on the basis of race, sex, age, religion, disability, national origin, sexual orientation, or any other characteristic protected by law. Such discrimination occurs when an employee is adversely affected because of a protected characteristic in hiring, compensation, advancement, discipline, termination, or any other term or condition of employment. If you believe that you have been subject to this type of discrimination, you should promptly report the conduct to your manager and/or Human Resources, who will promptly review the situation. Human Resources Pro will not retaliate or tolerate retaliation against any employee who makes such a report in good faith. Any employee found to have engaged in discrimination or retaliation prohibited by this policy will be subject to discipline, up to and including termination. Notice to disabled employees: Human Resources Pro will provide reasonable accommodations to qualified disabled employees as required by the Americans with Disabilities Act and any other applicable law. A qualified disabled employee who believes he or she needs accommodation in order to perform the essential functions of his or her position should notify his or her manager and Human Resources of the disability and request a reasonable accommodation.

Harassment Human Resources Pro is committed to maintaining a workplace that is free from unlawful discrimination and harassment and therefore strictly prohibits all unlawful harassment. Any employee found to be responsible for harassment in violation of this policy may be subject to

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disciplinary action up to and including termination. Human Resources Pro will not tolerate reprisals against individuals filing complaints in good faith under this policy.

Definition Of Discriminatory Harassment Discriminatory harassment is verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of that person’s race, skin color, religion, sex, national origin, age, disability, sexual orientation, or other characteristic protected by law and that unreasonably interferes with the individual’s work performance by creating an intimidating, hostile, or offensive work environment.

Sexual Harassment Prevention Human Resources Pro is committed to maintaining a workplace that is free from sexual harassment. Sexual harassment, as defined below, is unlawful under both state and federal law. Persons who are found to have committed sexual harassment may be subject to civil and/or criminal penalties. Employees are encouraged to bring any concerns or complaints of sexual harassment in the workplace to Human Resources Pro attention immediately and to utilize Human Resources Pro internal complaint process as set forth below. Employees who bring such concerns or complaints to Human Resources Pro attention will not be subject to retaliation.

Definition of Sexual Harassment Unwelcome sexual advances, requests for sexual favors, and other verbal or physical con-duct of a sexual nature constitute sexual harassment when:  Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment  Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual  Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment Sexual harassment may involve conduct such as the following:  Making unwelcome requests for sexual favors; lewd or derogatory comments or jokes; comments regarding sexual behavior or the body of another employee; sexual innuendo and other vocal activity such as catcalls or whistles  Sharing obscene letters, notes, invitations, photographs, cartoons, articles, or other written or pictorial materials of a sexual nature  Continuing to express sexual interest after being informed the interest is unwelcome  Retaliating against an employee for refusing a sexual advance or for reporting an incident of possible sexual harassment to the Company or any government agency  Offering or providing favors or employment benefits such as promotions, favorable evaluations, favorable assigned duties, etc., in return for sexual favors  Making any unwanted physical touching or assault, or blocking or impeding movements

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Policy Against Workplace Violence Statement of Policy Human Resources Pro recognizes that workplace violence is a growing concern among employers and employees across the country. Human Resources Pro is, therefore, committed to providing a safe, violence-free workplace. In this regard, Human Resources Pro strictly prohibits employees, consultants, customers, visitors, or anyone else on Company premises or engaging in a Company-related activity from behaving in a violent or threatening manner. Moreover, as part of this policy, Human Resources Pro seeks to prevent workplace violence before it begins and reserves the right to deal with behavior that suggests a propensity toward violence prior to any violent behavior occurring. Human Resources Pro believes that prevention of workplace violence begins with recognition and awareness of potential early warning signs and has established procedures within Human Resources for responding to any situation that presents the possibility of violence.

Workplace Violence Defined Workplace violence includes, but is not limited to, the following:  Threats of any kind  Threatening, physically aggressive, or violent behavior, such as intimidation of or attempts to instill fear in others  Other behavior that suggests a propensity toward violence, including belligerent speech, excessive arguing or swearing, sabotage or threats to sabotage Company property, or a demonstrated pattern of refusal to follow Company policies and procedures  Defacing Company property or causing physical damage to the facilities  With the exception of security personnel, bringing weapons or firearms of any kind on Company premises, in Company parking lots, or while conducting Company business

Reporting If any employee observes or becomes aware of any of the above-listed actions or behavior by an employee, customer, consultant, visitor, or anyone else, he or she should notify Human Resources immediately. Further, employees should notify Human Resources if any restraining order is in effect, or if a potentially violent non-work-related situation exists that could result in violence in the workplace.

Investigation All reports of workplace violence will be taken seriously and will be investigated promptly and thoroughly. In appropriate circumstances, Human Resources Pro will inform the reporting individual of the results of the investigation. To the extent possible, Human Resources Pro will maintain the confidentiality of the reporting employee and of the investigation. Human Resources Pro may, however, need to disclose results in appropriate circumstances, for

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example, in order to protect individual safety. Human Resources Pro will not tolerate retaliation against any employee who reports workplace violence.

Corrective Action and Discipline If Human Resources Pro determines that workplace violence has occurred, Human Resources Pro will take appropriate disciplinary action up to and including termination. If the violent behavior is that of a nonemployee, Human Resources Pro will take appropriate corrective action in an attempt to ensure that such behavior is not repeated.

Internal Complaint Process Any individual who feels discriminated against or harassed by a supervisor, manager, coworker, subordinate, or other person on the basis of sex, race, skin color, religion, gender, national origin, age, disability, or any other characteristic protected by law and/or due to sexual harassment, should take the following course of action: 1. Tell the offending individual(s) to stop the harassment. State your objection to the action and the specific behavior to which you object. If this discussion does not resolve the problem or if you fear reprisals will result from such discussion, or if you feel uncomfortable confronting the harassing individual, proceed to the next step. 2. Inform your manager of the situation, or if the manager is the harasser or if you feel uncomfortable telling your manager, inform Human Resources. Complaints received by management generally will be directed to Human Resources for investigation. During the course of the investigation, Human Resources Pro will attempt to protect the privacy of the complaining employee and the integrity of any individual who may have been accused of harassment. After the investigation is completed, Human Resources Pro will inform the complaining party on the outcome and any resulting action. Human Resources Pro will not retaliate or tolerate retaliation against any employee who uses the internal complaint process in good faith. Any employee who engages in retaliation may be subject to discipline, up to and including termination. Human Resources Pro recognizes that false allegations of harassment can have serious effects on the lives and careers of innocent people. Therefore, Human Resources Pro will not tolerate false allegations of harassment.

Life-Threatening Illnesses in the Workplace Employees with life-threatening illnesses, such as cancer, heart disease, or AIDS, often wish to continue their normal pursuits, including work, to the extent allowed by their conditions. Human Resources Pro supports these endeavors as long as employees are able to meet acceptable performance standards. As in the case of other disabilities, Human Resources Pro will make reasonable accommodations, in accordance with legal requirements, to allow qualified employees with life-threatening illnesses to perform the essential functions of their jobs. Medical information on individual employees is treated confidentially. Human Resources Pro will take reasonable precautions to protect such information from inappropriate disclosure. Managers and other employees have a responsibility to respect and maintain the

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confidentiality of employee medical information. Anyone inappropriately disclosing such information is subject to disciplinary action, up to and including termination of employment. Employees with questions or concerns about life-threatening illnesses are encouraged to contact Human Resources for information and referral to appropriate services and resources.

Health Insurance Portability and Accountability Act The Company is committed to maintaining a work environment that follows all Federal and/ or State guidelines in regards to the Health Insurance Portability and Accountability Act of 1996 (“HIPAA”). In keeping with this commitment, the Company has enacted a policy to protect Personal Health Information (“PHI”) as outlined in the law. The Company has implemented policies and procedures with respect to PHI that are designed to comply with the standards, implementation specifications, or other requirements of the regulations. The Company reserves the right to change the terms of this notice and to make the new notice provisions effective for all PHI that it maintains.

Media Relations Policy While no policy can be complete in all respects, it is important to the Company’s success that we manage relations with the external media effectively to protect and promote the Company’s reputation in the marketplace. As such, we want to make sure that all of our activities are coordinated. This policy on press relations sets forth basic guidelines that the Company expects its employees, directors, and senior management to follow when interacting with the media. Only the Company’s Managing Partner are authorized to respond to general media inquiries about the Company, unless given prior authorization. Please forward all media inquiries to the Managing Partner.

Permissible Subject Matter Unless specifically authorized to do so by the, employees should not talk to the media about any legal or financial issues, current business status, business outlook, or confidential matters. Inquiries of this nature should be referred to the Managing Partner, who will screen requests and forward them as appropriate.

Business Expense and Travel Policies Human Resources Pro Business Expense and Travel Policies are designed to provide employees with the appropriate rules required to conduct Company business. Employees will be reimbursed for necessary and reasonable expenses incurred on the Company’s behalf while engaged in Company business. Employees are expected to act responsibly and exercise prudence in their spending habits while traveling. The Company reserves the right to refuse reimbursement for any travel or other business expense determined to be contrary to these policies. Any misuse or misrepresentation of expense for business will lead to disciplinary action up to and including termination of employment.

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The Human Resources is responsible for policy administration and interpretation. Please contact the Human Resources for a detailed explanation of these policies.

Computer Software Duplication Policy Unauthorized duplication of copyrighted computer software violates the law and is contrary to Human Resources Pro standards of conduct. We disapprove of such copying and recognize the following principles as a basis for preventing its occurrences:  Human Resources Pro will neither engage in, nor tolerate the making or using of, unauthorized software copies under any circumstances.  Human Resources Pro will provide legally acquired software to meet the legitimate needs of employees in a timely fashion and in sufficient quantities for all company computers.  Human Resources Pro will comply with all license or purchase terms regulating the use of any software purchased or used.

Cellular Phone Policy Cellular telephones are for business purposes only, unless otherwise authorized by the department manager. They are not to be used for non-work related communications. Cellular telephones should be turned off or placed on silent or vibrator mode during work hours. In general, they should not be used when a less costly alternative is safe, convenient, and readily available. Using a cellular telephone while operating a vehicle is strongly discouraged. Employees should plan calls to allow placement of calls either prior to traveling or while on rest breaks.

Introductory Period New employees are subject to an introductory period of [insert #] days. This is to give a new employee and Human Resources Pro an opportunity to evaluate the employee's interest in the job and the ability to perform the work. If at any time your work is unsatisfactory or you don't appear to be suited to the position, your status will be reviewed with you by your Supervisor. Upon completion of the introductory period, Human Resources Pro will review your performance. If Human Resources Pro finds your performance satisfactory and decides to continue your employment (subject to termination at any time and for any reason), it will advise you of any improvements expected from you. Neither completion of the introductory period nor continuation of employment after the introductory period entitles you to remain employed by Human Resources Pro for any definite period of time. Both you and Human Resources Pro are free to terminate the employment relationship, at any time, with or without notice, and for any or no reason, unless expressly prohibited by law.

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Rehire Policy Depending on the circumstances, Human Resources Pro may consider a former employee for reemployment. Such applicants are subject to Human Resources Pro usual pre-employment and selection procedures. To be considered, a former employee must have been in good standing at the time of separation from Human Resources Pro.

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What Human Resources Pro Expects From Its Employees

WHAT THE COMPANY EXPECTS FROM ITS EMPLOYEES

Proprietary and Confidential Information Proprietary information includes all information relating in any manner to the business of Human Resources Pro and its affiliates, consultants, customers, and business associates obtained by Company employees during the course of their work. Confidential information is any Company information that is not known generally to the public or the industry. Customer lists, customer files, pricing information, personnel files, computer records, financial and marketing data, process descriptions, research plans, formulas, and trade secrets are examples of confidential information. Given the nature of Human Resources Pro business, protecting proprietary and confidential information is of vital concern to Human Resources Pro This information is one of the most important assets of Human Resources Pro. It enhances Human Resources Pro opportunities for future growth and indirectly adds to the job security of all employees. Employees must not use or disclose any proprietary or confidential information that they obtain during employment with Human Resources Pro, except as required by their jobs. This obligation remains even after an employee’s employment relationship with Human Resources Pro ends. All employees will be required to execute an agreement covering confidential and proprietary information.

Ownership of Work Employees may be called upon to agree that, as part of their regular employment, all work they create shall be considered “work made for hire” under the U.S. Copyright Law and the property of the Company under the Patent Law. “Work made for hire” includes all work made in the course of employment for the Company. In the event any work is deemed not to be “work made for hire,” employees may be called on to agree that they have assigned or will

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INDEX A Absence Occurrences .................................................... 21 Access to Company Property......................................... 18 Accidents ....................................................................... 56 Accrual .......................................................................... 39 Advances ....................................................................... 38 Annual Performance Evaluation .................................... 31 Attendance/Absence ...................................................... 21 Attention to Work .......................................................... 21 At-Will Employment ....................................................... 3 B Badge Security............................................................... 54 Benefits .......................................................................... 58 Bereavement .................................................................. 42 Bereavement Pay ........................................................... 43 Blogging ........................................................................ 17 Blogosphere ................................................................... 17 Breaks ............................................................................ 25 Business Casual Attire Guidelines ................................. 22 Business Conduct & Ethics ........................................... 36 Business Ethics, Conduct and Conflicts of Interest ....... 12 Business Expense and Travel Policies ............................. 8 C Career Development ...................................................... 31 Cellular Phone Policy ...................................................... 9 COBRA ......................................................................... 59 Company Policies ............................................................ 2 Company premises ........................................................ 18 Company property ......................................................... 18 Company Values ............................................................. 1 Company-Supplied Equipment ...................................... 14 Compensation for PTO .................................................. 40 Compensation Philosophy ............................................. 26 Complaint Investigation and Confidentiality ................. 14 Computer and Network Security ................................... 17 Computer Software Duplication Policy ........................... 9 Conflicts of Interest ....................................................... 12 Continuous Feedback .................................................... 31 Contract Disclaimer ......................................................... 2 Copyrights ..................................................................... 17 Corrective Action and Discipline .................................... 7 Counseling ..................................................................... 33 Customer Relations........................................................ 23 D Decision-Making Leave................................................. 34 Definition Of Discriminatory Harassment ....................... 5 Definition of Sexual Harassment ..................................... 5 Direct Deposit................................................................ 37

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Disciplinary Action ....................................................... 19 Discipline ................................................................ 14, 33 Discrimination ................................................................. 4 Dress Code .................................................................... 22 Dress Code Enforcement ............................................... 22 Drug-Free Workplace .................................................... 23 Duties ............................................................................ 28 E Electronic Mail .............................................................. 16 Emergency/Weather-Related Closing ........................... 55 Employment of Relatives .............................................. 28 Employment Reference Checks .................................... 29 Employment Termination.............................................. 61 Equal Employment Opportunity Policy .......................... 4 Exempt Employees ........................................................ 25 Exit Interview ................................................................ 61 Expanded FMLA Military Family Leave Rights ........... 51 F Facilities and Equipment ............................................... 23 Facsimile ....................................................................... 15 Failure to Return to Work Following FMLA Leave ...... 50 Family and Medical Leave Act (FMLA) ....................... 43 Feedback ....................................................................... 31 Final Pay ....................................................................... 61 Fire Emergencies ........................................................... 56 First Aid ........................................................................ 54 Fitness for Duty Certifications ...................................... 49 For Your Benefit ........................................................... 58 For Your Protection....................................................... 54 G Gaps in Service ............................................................. 58 Garnishments ................................................................ 37 Gifts and Gratuities ....................................................... 13 Government Benefits..................................................... 59 H Harassment ...................................................................... 4 Health Insurance Portability and Accountability Act ...... 8 Holiday Pay ................................................................... 28 Holidays ........................................................................ 41 Holidays Occurring During PTO................................... 40 Housekeeping ................................................................ 23 I Immigration Compliance................................................. 3 Informal Counseling...................................................... 33 Inspections and Searches ............................................... 18

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Inspections and Searches for Prohibited Materials ........ 19 Inspections on Company Premises ................................ 18 Intermittent or Reduced Work Schedule Leave ............. 46 Internal Complaint Process .............................................. 7 Internet Access and Usage ............................................. 16 Introductory Period .......................................................... 9 Investigation .................................................................... 6

K

Personnel Records ......................................................... 56 Policy Against Discrimination and Harassment .............. 4 Policy Against Workplace Violence................................ 6 President’s Letter ............................................................ 0 Professional Behavior ................................................... 21 Progressive Discipline ................................................... 33 Prohibited materials....................................................... 18 Promotions .................................................................... 31 Proprietary and Confidential Information ..................... 11 Proprietary Information ................................................. 23 PTO Advances .............................................................. 40 PTO Pay on Termination............................................... 40 PTO Scheduling and Approval...................................... 40 PTO Use ........................................................................ 39 PTO Use During Family and Medical Leave ................ 40

Kickbacks ...................................................................... 13

R

L

Reductions in Force....................................................... 60 Reference Checks .......................................................... 29 Rehire Policy ................................................................. 10 Relatives ........................................................................ 28 Religious Holidays ........................................................ 41 Reporting......................................................................... 6 Reporting Attendance .................................................... 21 Reporting Time ............................................................. 27 Required Certifications ................................................. 48 Resignation.............................................................. 28, 60 Return from FMLA Leave ............................................ 50 Return of Company Property ........................................ 61

J Job Duties ...................................................................... 28 Jury/Witness Duty ......................................................... 41

Leaves of Absence ......................................................... 43 Life-Threatening Illnesses in the Workplace ................... 7 Lunch ............................................................................. 25 M Mail ............................................................................... 15 Maternity Leave............................................................. 51 Media Relations Policy .................................................... 8 Medical Emergencies .................................................... 55 Military Duty ................................................................. 42 Mission Statement ........................................................... 1 Monitoring ..................................................................... 55 N Network Security ........................................................... 17 Non-Exempt Employees ................................................ 25 Notice of Employment Termination .............................. 61 O Occurrences ................................................................... 21 Open Door ....................................................................... 3 Outside Employment ..................................................... 19 Overtime Pay ................................................................. 27 Ownership of Work ....................................................... 11 P Paid Time Off ................................................................ 39 Pay Advances ................................................................ 38 Pay Corrections ............................................................. 38 Pay in Lieu of Time Off................................................. 41 Pay Schedule ................................................................. 37 Payroll Deductions ........................................................ 37 Performance Evaluation................................................. 31 Permissible Subject Matter .............................................. 8 Personal Leave of Absence ............................................ 52

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S Safety ............................................................................ 54 Salary Administration ................................................... 26 Separation Of Employment ........................................... 60 Sexual Harassment Prevention ........................................ 5 Smoking ........................................................................ 57 Social Security .............................................................. 59 Solicitation/Distribution of Literature ........................... 20 Standards of Conduct .................................................... 34 Standards Of Conduct ................................................... 33 Statement of Policy ......................................................... 6 Suspension .................................................................... 34 T Telecommuting ............................................................. 26 Telephones .................................................................... 15 Termination ....................................................... 28, 34, 60 Time Away From Work ................................................ 39 Types of Termination .................................................... 60 U Unemployment Insurance.............................................. 59 Unions ........................................................................... 19 Unscheduled PTO ......................................................... 40

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V Verbal Warning ............................................................. 33 Verification of Employment .......................................... 29 Visitors .......................................................................... 55 Voice Mail ..................................................................... 15 Voluntary Resignation ................................................... 60 Voting Time Off ............................................................ 43

What Employees Can Expect from the Company ......... 25 What The Company Expects From Its Employees ........ 11 Whistleblower Protections ............................................ 14 Witness Duty ................................................................. 41 Workers’ Compensation ................................................ 59 Working Hours .............................................................. 25 Workplace Violence Defined .......................................... 6 Work-Related Accidents ............................................... 56 Workweek and Workday ............................................... 28 Written Warning............................................................ 34

W Weapons ........................................................................ 23 Weather-Related Closing ............................................... 55

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Y Your Pay ....................................................................... 37

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ACKNOWLEDGMENT This employee handbook is for your use and a source of information about your Company and your job. It is not a contract of employment, express or implied, but merely sets forth regulations of employment, methods for resolving conflicts, and an explanation of your benefits and policies. Your signature below acknowledges your receipt of a copy of this employee handbook and your understanding and acceptance that: 1. I am responsible for reading, understanding, and adhering to the policies outlined in Human Resources Pro employee handbook and am invited to ask my supervisor any questions that I may have; 2. The provisions of this employee handbook are guidelines, statements of policy, and procedures that may be changed by Human Resources Pro at any time. Management reserves the rights to revise, modify, delete, or add to any and all policies, procedures, work rules, or benefits stated in this handbook or in any document at any time. However, any such changes will be in writing and must be signed by the president or general manager of Human Resources Pro; 3. Human Resources Pro does not guarantee me specific benefits because Company benefits, policies, and procedures may change from time to time without my consent; 4. No supervisor or other representative of Human Resources Pro, other than its President, has the authority to enter into any agreement for employment for a specified period of time or to make any agreement contrary to the policies contained in this manual; 5. Human Resources Pro or I may terminate my employment relationship at any time, for any or no reason not expressly prohibited by law. 6. Human Resources Pro does monitor its phone system, network, and computers. Information stored in or on company facilities is subject to inspection at any time without notice. Employees have no personal privacy right in anything created, received, or sent on or from the computer and/or Internet system; by accessing the system, employees expressly waive any right of privacy in anything they create, store, send, or receive on the system. By accessing the system, employees further consent to allowing personnel of Human Resources Pro to access all material created, sent, or received on the system.

_______________________________ Employee Signature

_______________________________ Printed Name

_______________________________ Witness

_______________________ Date

Employee Handbook  

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