新版企业员工标准手册模板.doc

PIC
Sample Company Policies
And Procedures

January

Printing Industries of California
5800 South Eastern Avenue, Suite 400
P.O. Box 910936
Los Angeles, CA. 90091-0936

Cost-PIC Member Free February 3,
Non-Member $300
PURPOSE OF THIS SAMPLE

Printing Industries of California (PIC) recognizes the value of well-written company personnel policies and procedures. Over the years PIC has published sample employee handbook language covering basic employment policies. Members have used this language as a guide in creating written policies and procedures covering the company’s employment practices and philosophies.

This publication, like others before it, does not claim to be all-inclusive or a final product. New State and Federal laws and legal decisions will require this sample to be updated, along with the company's employee handbook, to reflect these changes. Further, each company must develop an employee handbook, which reflects the employment practices unique to the company's operation and philosophies. Consequently, a publication such as this sample must be flexible and open ended to accommodate these differences in employment practices and philosophies.

In initiating or revising your company personnel policies or employee handbook, do not hesitate to call Doug Moore, Vice President of Human Resources, for assistance.

Although an effort has been made to provide sample language, which is consistent with applicable law, employers using this or other language may wish to have a labor attorney review their employee handbook before publication.

PIC would like to extend a special thanks to the Employment Law Department at the law firm of Silver & Freedman. They have provided a good portion of the language contained in this sample handbook and review its contents from time to time.

(EDITOR’S NOTE: HEALTH BENEFITS FOR EMPLOYEES ON WORKERS’
COMPENSATION DISABILITY AND OTHER LEAVES)

The California Workers’ Compensation Appeals Board (WCAB) has decided in Navarro v. A&A Farming that an employer whose personnel policy terminated benefits after a stated period could apply the policy to persons on temporary Workers’ Comp disability. A&A Farming obtained its coverage from the Western Growers Trust, a California licensed MEWA, as is the PIASC, PINC and PIASD Benefit Trusts, so it is clear that the decision applies to those firms who obtain health coverage from the PIASC, PINC or PIASD Benefit Trusts. Firms that do not obtain their coverage from the Benefit Trust may probably rely on the same decision, but it is less certain. If health coverage ceases under such a policy, affected employees (in firms of two or more employees) become eligible for COBRA extension.

Companies can choose to make employer payments for more or less time than the 12 weeks suggested in the sample language with the following exceptions: Companies covered by the Family and Medical Leave Act must pay for at least 12 weeks, and all companies must pay for up to 31 days for employees activated for military service. The company’s policy of payments should be the same for all leaves the company grants so as not to be discriminatory.

TABLE OF CONTENTS
PAGE
Introduction ………………………………………………………………………… 6
History of Company and Marketing Services Performed………………………….. 6
Foreword …………………………………………………………………………… 6
Your Industry ………………………………………………………………………. 7
Reference Checks…………………………………………………………………… 7
Background Checks and Consumer Reports….…………………………………… 7
Terms of Employment ……………………………………………………………… 8
Employee Classification ……………………………………………………………. 8
Independent Contractor, Agency Temp or Leased Personnel ………………………. 9
Employment of Relatives …………………………………………………………… 9
Non–Harassment Policy …………………………………………………………… 9
Solicitation and Distribution Rule …………………………………………………. 11
Equal Employment Policy …………………………………………………………. 11
Reasonable Accommodation for Disabilities, Pregnancy and Lactation…………… .. 12
Immigration Reform and Control Act ……………………………………………… 13
Off-Duty Employees ………………………………………………………………. 13
Conflict of Interest ………………………………………………………………….. 13
Off Duty Conduct……………………………………………………………….. 13
Personal Involvement …………………………..……………………………… 14
Appearance and Courtesy ………………………………………………………… ... 14
Advancing With the Company …………………………………………………… … 14
Performance Evaluations ………………………………………………………… 14
Promotions ……………………………………………………………………….. 14
Open Door Policy ……………………………………………………………………. 14
Rumors ………………………………………………………………………………. 15
Customer Property …………………………………………………………………… 15
Confidentiality and Non-Disclosure …………………………………………………. 15
Company Equipment Monitoring, Access and Inspection……………………………. 16
Voice Mail, E-mail & Computer Files ……………………………………………….. 16
Hours of Work – Workweek ………………………………………………………… 17
Excessive Tardiness/Absenteeism …………………………………………………… 18
Working Conditions …………………………………………………………………. 18
Pay Day ………………………………………………………………………….. 18
Hours of Work …………………………………………………………………… 18
Time Records……………………………………………………………………. 18
Overtime Authorization and Requirement ………………………………………. 19
Holiday Pay ……………………………………………………………………… 19
Vacation Pay …………………………………………………………………….. 19
Sick Leave Pay ………………………………………………………………….. 20
Overtime Pay ……………………………………………………………………. 21
Reporting Time Pay ……………………………………………………………… 22
Uniforms …………………………………………………………………………. 22
Meal Period……………………………………………………………………. … 22
Break Periods ……………………………………………………………………… 23
Insurance Programs (Required by Law) …………………………………………….. 23
Workers' Compensation …………………………………………………………. 23
Workers' Compensation Fraud ………………………………………………….. 23
State Disability Insurance ………………………………………………………. 23
Paid Family Leave Insurance…………………………………………… 24
State Unemployment Insurance ……………………………………………… ... 24
Federal Social Security (F.I.C.A) …………………………………………… 24
Profit Sharing, 401 k or Pension Plan……………………………………………….. 25
Company Health/Life Insurance …………………………………………………. 25
Employee Purchases ……………………………………………………………… 25
Time Off To Vote ………………………………………………………………… 25
Jury Duty Time Off……….. ……………………………………………………… 25
Judicial Leaves……………………………………………………………………………… 25
Court Appearances………………………………………………………………. 25
Domestic Violence or Sexual Assault…………………………………………. 26
Victims of Crime……………………………………………………………… 26
Bereavement Time Off …………………………………………………………… 26
School Activities Time Off ……………………………………………………….. 27
Literacy Education Time Off……………………………………………………………. 27
Leaves of Absence ………………………………………………………………… 27
Compensation and Benefits Accruals While on Leave of Absence…………… 27
Non-Retaliation………………………………………………………………… 28
Personal (Non-Industrial) Leave of Absence ………………………………. 28
Family and Medical Care Leave of Absence …………………………………. 29
Pregnancy/Childbirth Leave of Absence ……………………………………… 30
Industrial Medical Leave of Absence …………………………………………. 31
Military Leave of Absence ……………………………………………………. 32
Physical Examinations Following A Leave………………………………………….. 33
Personal Loans …………………………………………………………………….. 34
Personal Mail and/or Telephone Calls …………………………………………… 34
Bulletin Board ……………………………………………………………………… 34
Good Housekeeping ………………………………………………………………… 34
Radios In Work Areas ……………………………………………………………… 34
Keep Your Record Up To Date …………………………………………………….. 34
Request For Payroll Records………………………………………………………… 35
Health Insurance portability and Accountability Act (HIPAA)…………………….. 35
Personnel Records …………………………………………………………………. 35
Loss of Company Property ………………………………………………………… 35
Company Work Rules ……………………………………………………………… 36
Your Safety …………………………………………………………………………. 37
Hazardous Substance Training ……………………………………………………… 37
Injury and Illness Prevention Program ……………………………………………… 37
Smoking Restriction ………………………………………………………………… 37
Workplace Security Policy ……………………………………………………….…. 37
Safe Operation of Vehicles…………………………………………………………….. 38
Standards of Conduct ……………………………………………………………….. 39

Company Safety Rules ……………………………………………………………… 40
Life Threatening Diseases…………………………………………………………….. 42
Blood-borne Pathogens ………………………………………………………………. 43
Reporting On the Job Injuries or Illnesses ………………………………………….. 43
Emergency Medical Service ………………………………………………………… 43
First Aid ……………………………………………………………………………... 43
Fire Extinguishers …………………………………………………………………… 44
Employee Handbook Revisions ……………………………………………………… 44
Receipt and Acknowledgement for Employee Handbook …………………………… 44

INTRODUCTION

This is your employee handbook. It was prepared for you to help you better understand what you can generally expect from <______________________>. This handbook replaces any and all earlier personnel or employee handbooks, policies and procedures, benefit statements, and memoranda, whether written, oral or established by practice.

The information in this handbook is important to all of our employees. Read the manual now and keep it in a convenient place. You will want to refer to your handbook when you have questions about company policies and benefits.

Naturally, you won’t find answers to all your questions in the handbook. It is neither a law book nor a catalog of personnel policies. In preparing this handbook, we have not tried to give you the minute details of each policy. Instead, we have attempted to present a summary of some of the more important policies. No written statement, no matter how complete, can be a substitute for direct daily contact with your immediate supervisor.

Throughout your handbook, you will be urged to check with your supervisor or<_______________> for complete information on employee policies and benefits. This advice is continually repeated because its importance can’t be overemphasized.

If your supervisor or <____________> doesn’t have an immediate response to your question, he or she will get the information you seek and pass it along to you promptly.

Circumstances will obviously require that the policies, practices and benefits described in the handbook change from time to time. The company reserves the right to amend, modify, rescind, delete, supplement or add to the provisions of this handbook as it deems appropriate from time to time in it’s sole and absolute discretion. However, no amendment or modification of the “Terms of Employment” provisions of this handbook shall be effective unless made in writing, and signed by the President of the company. The company will attempt to provide you with notification of any other changes as they occur.

HISTORY OF COMPANY AND MARKETING SERVICES PERFORMED

<_____________________________________________________________________>

FOREWORD

Our employee handbook is a tool to help promote a cooperative and healthy atmosphere, to spell out policies relative to hours, wages, conditions of employment and to provide for the administration of these policies in the interests of all concerned, in keeping with conditions in our area and industry.

We are presenting this employee handbook because we feel that if you understand basically what is expected of you, and what you may expect of the company, we shall have an organization which better meets the needs of our customers.

The statements as set forth in this book have not been arbitrarily established. Each of them has a sound background of common sense based on the experiences of this company. Employees have suggested many and we will further welcome suggestions from you that will aid in maintaining a constructive and harmonious relationship.

Our single most common goal must be to work together to meet the needs of our customers, remembering our customers are mutually our most important asset.

YOUR INDUSTRY

The printing industry is one of the largest and most important manufacturing industries in the United States. It is closely related to every other industry. In its production it borrows from agriculture, the extractive industries, and the machinery, electrical, and computer industries; in its distribution it utilizes the modern agencies of advertising, communication and transportation; in its usefulness it is the service industry of all.

California has grown into the number one print-producing industry in the nation. The printing industry, in fact, is the largest manufacturing sector in California in number of firms. When the allied industries of commercial printing, publishing, reprographics and various specialty printing were added together in , they produced 14.8 billion in the state’s economy and employed 111, 356 people.

Despite the fact that it is classified as a trade in the minds of many people, printing is one of the arts. It is a branch of the Graphic Arts field and as such is the means of preservation of all the other arts known to humanity.

REFERENCE CHECKS

To ensure that individuals joining the Company are qualified and have the potential to be productive and successful, the Company will check the employment references of all applicants. Every offer of employment is contingent upon the appropriate completion of a reference check.

No references will be given concerning any present or past employee of the company unless the Company has received a written request for such a reference. Only _____________________________ may respond to a request for a reference. Such response will only confirm the dates of employment and position held, and will be in writing. If an employee has given written authorization, the Company will also provide information on the amount of salary or wages earned by the employee.

BACKGROUND CHECKS AND CONSUMER REPORTS

The company may require your consent to obtain a consumer report in connection with your initial application for employment, your application for a new postion in the Company, or an investigation into possible wrongful conduct by you. A consumer report may contain information regarding your credit worthiness, credit standing, credit capacity, character, general reputation, personal characteristics, or mode of living. The company will use this information for employment purposes only.

Refusal to authorize the obtaining of a consumer report by the Com