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nd contents. Employee's Signature Employee's Printed Name Date Employee Handbook 15 for any cause, or for no cause at all. Please sign below, detach this page from the book, and return it to Human Resources as evidence that you have received this handbook and understand its purpose a COMPANY and any of Company's employees, nor shall it create or imply any promise of employment for any definite period of time. COMPANY reserves the right to terminate the employment of any employee change any policy, rule, practice, benefit, or other element of this handbook with or without notice. Nothing in this handbook shall not be construed to create or imply any employment contract betweenhandbook represents the policies, rules, practices, benefits and guidelines of COMPANY, as of the handbook's latest revision date. COMPANY reserves the right to alter, amend, delete, add or otherwise our company has a incentive stock option plan or other equity or profit sharing plan, briefly describe that plan or plans here.) Employee Handbook 14 EMPLOYEE ACKNOWLEDGMENT The following employee e among the more common of these retirement plans. If you choose to offer retirement savings plans to your employees, summarize those plans in this section.) Profit Sharing/Stock Purchase Plans (If ypolicies in this section.) Retirement Savings Plans (There are a wide variety of retirement savings plans you may wish to offer your employees. 401K plans, IRAs, or company supported pension plans arion about COBRA rules and regulations, see the U.S. Department of Labor's website, or consult a competent employment law attorney. If applicable, you should then briefly describe your company's COBRA Generally, it is the employee's responsibility to pay for premiums during this extended coverage period. COBRA laws apply to employers with 20 or more employees in the previous year. For more informate Consolidated Omnibus Budget Reconciliation Act (COBRA), employees that lose their employer provided health benefits are given the right to continue temporarily their coverage under that group plan. ding the treatment of disabled employees. If you are covered by the ADA, you should consult with a competent employment law attorney regarding the treatment of any disabled employees.) COBRA (Under threvents them from being able to perform their jobrelated duties. PLEASE NOTE: If your company is covered by the Americans with Disabilities Act, there may be certain obligations and restrictions regare them here.) Employee Handbook 13 Disability Insurance (Many employers offer both long-term and short-term disability insurance to their employees, covering them against injuries or illness that pount options, which allow them to deposit money for use towards health/medical related expenses that would otherwise be paid out of the employee's pocket. If your company offers such accounts, describoyees) Accidental Death & Dismemberment (If your provider offers AD&D coverage, set forth the basic terms here) Flexible Spending Accounts (Many employers offer their employees flexible spending acce plan options, who will pay for premiums, etc.) Dental Coverage (Describe any options employees will have for dental coverage) Life Insurance (Describe any life insurance plans offered to your emplegular work for COMPANY for at least weeks, on average of at least hours per week, are also eligible for benefits. Health Insurance (Identify your company's health insurance provider, briefly describces. Eligibility Full-time employees that have been employed with COMPANY for at least (days/months) are eligible for the benefits described in this section. Part-time employees that have performed rby COMPANY to its employees. For more detailed more information regarding the specific terms and conditions of COMPANY'S benefits plans, please see COMPANY'S Benefits Handbook, or contact Human Resourh employees are eligible for benefits, i.e., full-time only, part-time working regular weekly hours, etc.) The information in this section is intended to be a general overview of the benefits offered utline of possible benefits you may wish to offer your employees. Fill in this section with a general overview of the actual plans your company will offer its employees. Be sure to be clear as to whic of fees, program costs, etc. Your employees should be given a Benefit Handbook in addition to their Employee Handbook that details the specifics of your company's benefits package. Below is a basic orovider, your chosen group plans and benefits, etc. All that needs to be addressed in the Employee Handbook is an overview of the plans and benefits offered to your employees, not a detailed statementamily member will be unpaid, and shall not exceed 2 days. Employee Handbook 12 BENEFITS (The benefits package offered to employees for each company will obviously vary greatly depending upon your pediate family member may request such leave from their immediate supervisor, and should identify the circumstances of their situation. Any bereavement leave taken for someone who is not an immediate fleave may request such time from their supervisor, but any time off in excess of 5 days will be unpaid leave. Employees that wish to take bereavement leave after the death of someone who is not an imm is a parent, stepparent, brother, stepbrother, sister, stepsister, child, stepchild, grandparent, grandchild, and spouse or domestic partner. Employees that wish to take more than 5 days bereavement oon as is possible. Employee Handbook 11 Bereavement Leave Employees are eligible for up to 5 days of paid bereavement leave upon the death of an immediate family member. An immediate family memberd unpaid leave without loss of benefits for the duration of their military service. Employees anticipating military service should submit copies of their report orders to their COMPANY supervisor as s least months in order to be eligible for paid military leave. Employees that are either not eligible for military leave, or who have exhausted their paid leave for that calendar year, will be affordeoyees in the military reserve are afforded days of paid leave for military service per year. Only full time employees are eligible for paid military leave. Employees must be employed by COMPANY for atof jury service, the employee must submit to COMPANY a copy of the court's proof of service documenting the total number of days actually served on the jury. Employee Handbook 10 Military Leave Emplr time served on jury duty for up to 3 weeks at a time. Employees intending to serve on a jury should submit to COMPANY a copy of their jury summons as soon as possible. Additionally, upon completion s as a rule. However, if any employee is asked or required to work on a holiday, arrangement for their compensation will be agreed upon before the fact. Jury Duty Employees are eligible to be paid fog Day Memorial Day Independence Day Labor Day Thanksgiving Day (including the Friday after Thanksgiving) Christmas Day (including the day before Christmas) Part time employees are not paid for holidayhe requirements of the FMLA.) Holidays Full time employees will be given a paid day off on each of the following holidays (include additional holidays if applicable): New Year's Day Martin Luther Kin Leave Act of 1993, you may be subject to certain additional requirements regarding the provision of unpaid sick leave to your employees. See the information section above for more information about tthe employee's condition. Unpaid Leave (You may wish to offer employees unpaid sick time in addition to their accrued paid sick leave. Please note that if your company is covered by the Family Medicalossible of their condition and of their inability to work. In order to take more than 3 days of paid sick leave, the employee must provide COMPANY with a signed doctor's note explaining the nature of ccrued but unused paid sick days. Employees that are terminated for cause will not be compensated for unused sick days. Employees that wish to take sick leave must notify their supervisor as soon as p days of paid sick leave that may be held by any employee at any given time. In the event that an employee resigns or is terminated without cause, that employee will be compensated for the number of a be compensated for accrued but unused sick days. Sick days that are not used as of the end of the calendar year during which they are accrued may be rolled into the following year, up to a maximum ofthe desired provision) Sick days that are not used as of the end of the calendar year during which they are accrued will be lost. In the event that employee resigns or is terminated, employee will nottion days earned based upon length of employment, i.e., X number of days earned for every month ). Employees shall be entitled to ______ days of paid sick leave per year. Employee Handbook 9 (Mark .) Sick Leave Paid Leave (Mark the desired provision) Employees shall accrue paid sick leave according to the amount of time served with COMPANY. (Insert a table here setting forth the amount of vacais manner. Employees that are terminated for cause will not be compensated for unused vacation time. (Please note that some states require that unused vacation time be compensated in all circumstancesminated without cause, that employee shall be compensated for any vacation days that he/she has accrued but have not used. However, there shall be a maximum limit of days that can be compensated in thlendar year. Vacation time must be used during the year in which it is accrued. Any vacation days that are not used at the end of that calendar year will be lost. 4. When an employee resigns or is terr during which they are vacation days accrued may be rolled into the following year. However, no more than may be rolled over in any calendar year, and no more than vacation days may be used in any caaccrue vacation time. 2. Vacation time must be approved by the employee's supervisor prior to its use. 3. (Mark the desired provision) Vacation days that are not used as of the end of the calendar yeaOMPANY. (Insert a table here setting forth the amount of vacation days earned based upon length of employment, i.e., X number of days earned for every month ). Part time employees are not eligible to use of a company car what kind of conduct is expected of them. . Employee Handbook 8 LEAVE Vacation Days 1. Full time employees accrue vacation time based on the amount of time of employment with Ctions of use of that vehicle here. Who will be responsible for maintenance costs? May the car be used for personal use? To whom should accidents be reported? Describe to employees who will be allowed ficer or manager who can authorize this action.) . Company Vehicles (if applicable) (If you will be providing any of your employees with a company car or other vehicle, you should set forth the condil be loaded by COMPANY, and will be properly licensed and registered. Employees are prohibited from loading any copyrighted software or files onto any COMPANY computer, unless authorized by (Insert ofh to authorize your employees to take computers or computer equipment out of the office, describe that policy here.) . Employee Handbook 7 All copyrighted software loaded onto COMPANY computers wilhibited. Computers and computer-related equipment are the property of COMPANY, and may not be removed from the workplace. (If you will equip certain employees with portable computers, or otherwise wister access is provided to employees solely for performing work related activities. Any use of a COMPANY computer for any obscene, harassing, fraudulent, or other inappropriate behavior is strictly prorohibited from using the letterhead for any personal use, or for any obscene, harassing or fraudulent purpose. Misuse of COMPANY letterhead is grounds for disciplinary action. Company Computers CompuInternet is strictly prohibited, and is grounds for disciplinary action, including termination. Company Letterhead COMPANY letterhead is provided to employees solely for business use. Employees are pn the course of performing job related functions. Employees are prohibited from using the Internet for personal use through COMPANY computers. Obscene, pornographic, or other inappropriate use of the ANY email account is strictly prohibited, and is grounds for disciplinary action, including termination of employment. Internet Policy Access to the Internet is provided to employees solely for use i review any emails or attachments sent or received from a COMPANY email address, with or without notice to the employee to whom the address is assigned. Obscene, harassing, or fraudulent use of a COMPre provided with a COMPANY email address are advised that all such email addresses are intended for business related activities only, and not for personal use. COMPANY reserves the right to access andess use. Therefore, you are asked to minimize your use of COMPANY'S telephone for personal use. Outgoing long distance calls are prohibited unless they are work-related. Email Policy Employees that ae any company equipment from the COMPANY workplace unless you have prior authorization from your supervisor to do so. Telephone Policy It is important that COMPANY'S telephones be available for businecessary tools, equipment and resources to perform his or her job. (If there is any equipment that you expect your employee's to provide, you should describe that here.) You are not permitted to remov, etc.) . Insurance premiums will also be deducted once the employee is enrolled under COMPANY'S insurance plan. Employee Handbook 6 COMPANY PROPERTY COMPANY will provide employee with all of the nd from employee's paycheck all pertinent income taxes, including Federal Social Security, Federal Income Tax, (any further taxes applicable in your jurisdiction, i.e., state income tax, local wage taxted, it will take effect one pay period after the employee's application is submitted and accepted by COMPANY. Payroll Deductions In accordance with federal, state and local law, COMPANY will withholsit program, you should (describe procedure for enrollment, including the proper contact person in Payroll or Human Resources that can process a direct deposit application) . If direct deposit is elec Direct Deposit All employees have the option of receiving their wage or salary compensation in the form of either a paper check or through direct deposit. In order to enroll in COMPANY'S direct depoied Employees) (If you want salaried employees to keep timesheets for to record vacation time or other time off, you should describe the procedure and requirements for salaried employees' timesheets).ly/biweekly/other). These employees are not eligible for overtime. However, they are expected to work such hours as needed or as requested by COMPANY or by the employee's supervisor. Time Cards (Salarrvisor. Holiday/Weekend Pay (Describe pay rates for holidays or weekends worked, i.e., time and a half, double time, etc.) . Salaried Employees Salaried employees are will be paid every (weekly/monthe here the procedure for doing so, including any rules or restriction, i.e., a prohibition on punching another employee's card.). All time cards must be approved prior to submission by employee's supe/biweekly/other). Time Cards (Hourly Employees) Each employee is responsible for keeping accurate records of his or her time worked for each day. (If employees will need to punch a time clock, describovertime hours must be authorized by the employee's supervisor. Employees are expected to work overtime hours when requested to do so by their supervisor. Hourly employees will be paid (weekly/monthlyork 8 hour days, with a total work-week of 40 hours. Employees that work in excess of an 8 hour day will be paid overtime in the amount of one and a half times their regular hourly rate. However, all as notice that no employee will be penalized or harassed for reporting any safety hazard..) . Employee Handbook 5 WAGES AND SALARIES Hourly Employees Employees paid an hourly wage are expected to wions, practices, and safeguards you expect of your employees, i.e., safe operation of machinery, protective gear, etc. Include a contact person to whom employees should report safety hazards, as well sion or termination, without being preceded by a warning or other alternative disciplinary measure. Safety (Depending upon the nature of your business, you should set forth the general safety precautas corrective or disciplinary measures, COMPANY is not bound to any formal progression of disciplinary action. Certain behavior may provoke immediate and severe disciplinary response, including suspenn employee's personnel record); suspension; termination from employment. While these options, as well as any other measures COMPANY may deem necessary or appropriate, are available to COMPANY for use ful to COMPANY'S business, image, or workplace. Disciplinary action by COMPANY may take the form of any one or more of the following measures: oral warning; written warning; written reprimand (filed iproblems Repeated lateness/absence Insubordination Dishonesty Vandalism Again, please note that the list above are only examples, and COMPANY may take disciplinary action for any behavior that is harmisciplinary action against the individual(s) responsible for such actions. For example, the following types of behavior may lead to disciplinary action by COMPANY: Theft Fighting Repeated performance or that reflects poorly upon COMPANY, or that has (may have had, or may have in the future) an adverse effect on COMPANY'S workplace or upon the performance of COMPANY'S business, may be grounds for donesty, reporting of conflicts of interest, etc.) . Disciplinary Action As an employee of COMPANY, you will be expected to abide by the rules set forth in this handbook. However, any action or behavises and changes to employee's job description (including advancement) will be discussed at this review. Ethical Standards (Describe any ethical standards to which your employees will be held, i.e., hon their fulfillment of their job Employee Handbook 4 description, attitude, and dependability. Each employee will then meet with their supervisor to discuss and review this evaluation. Wage increa dealt with promptly and seriously. Performance Reviews Once every (year/quarter/other), COMPANY will conduct a performance evaluation and review for each employee. Employees will be evaluated based it is impossible for an employee to report to your first designee.) . COMPANY policy strictly prohibits any retaliatory action against those filing a report of harassment, and all such reports will berassment, sexual or otherwise, you are asked to report the situation to (Designate an officer or other person to handle harassment complaints. You should also designate one or more alternates in case among its employees. Any behavior that violates COMPANY'S harassment policy is grounds for disciplinary action, including immediate termination. If you believe that you have experienced any sort of has with an individual's work performance, or creates an intimidating, hostile, or offensive work environment. COMPANY neither condones nor permits any type of sexual harassment within the workplace or xual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when this conduct explicitly or implicitly affects an individual's employment, unreasonably interfereisability, or veteran status. COMPANY'S harassment policy includes a strong commitment to keeping the workplace free of sexual harassment of all sorts. Sexual harassment is defined as any unwelcome sessment As noted above, COMPANY is firmly committed to providing its employees with a working environment free of harassment based on gender, race, religion, sexual orientation, national origin, age, dficult to provide such notice within that time frame. Repeated or excessive tardiness or unauthorized absences from work are grounds for disciplinary action, including termination of employment. Haraving to work, you must notify your immediate supervisor of such lateness promptly, no later than one hour after the start of the workday, unless circumstances exist that would make it unreasonably diflly and consistently. You are expected to be present at work promptly as scheduled, and to remain at work (aside from approved breaks) until the end of your scheduled workday. If you will be late arri policy is in compliance with those regulations.) . Attendance and Lateness In order for COMPANY to operate and serve its customers efficiently, it is important that its employees are at work punctua-free environment? Are there designated smoking areas? Some jurisdictions may have workplace smoking regulations that affect your company, so you should check your local laws to make sure your smokingdbook 3 COMPANY property, while participating in any COMPANY activity, or while representing COMPANY in any way. Smoking (Describe your company's smoking policy. Is your workplace an entirely smokectioned events at which alcoholic beverages are being served, COMPANY prohibits the consumption or possession of any alcoholic beverages while performing any duties for COMPANY, while on Employee Hange or older may consume alcoholic beverages while attending COMPANY sanctioned events at which alcoholic beverages are being served by COMPANY or by a representative of COMPANY. Aside from COMPANY sanr while representing COMPANY in any way. Any violation of this policy will be considered grounds for disciplinary action, including immediate termination of employment. Employees who are 21 years of ariate box) COMPANY prohibits the consumption or possession of any alcoholic beverages while performing any duties for COMPANY, while on COMPANY property, while participating in any COMPANY activity, once of alcohol or of any other controlled substance. Any violation of these policies will be considered grounds for disciplinary action, including immediate termination of employment. (mark the approperty, while participating in any COMPANY activity, or while representing COMPANY in any way. Employees are forbidden from reporting for work or being present on COMPANY property while under the influes, etc.) . Drug and Alcohol Use COMPANY prohibits the distribution, manufacture, use, or possession of any illegal drug by its employees while performing any duties for COMPANY, while on COMPANY propis expected during client interaction than during regular office hours, that may also be stated here. Remember to address any issues of attire affecting employee safety, i.e., safety glasses, hard hatw information. Workplace Attire (Describe any restrictions or requirements on employee dress while they are on duty with your company. If business suits are required, state that. If different attire ompletion of any federal forms, i.e., I-9, W-2, etc.) . If any of your personal information changes or requires an update, we ask that you contact Human Resources as soon as possible to submit your neNY have accurate and up-to-date personal information for each employee, including current phone number, address, (include any other personal information you will require of your employees, including cs that COMPANY employees are expected to follow. Personal Information In order to be able to maintain accurate records, and to be able to contact you should the need arise, it is important that COMPAtional chart, explaining the hierarchy and structure of your company. If necessary, add an additional sheet of paper). Employee Handbook 2 CONDUCT This section covers the general rules and practice such report as a serious matter, and no employee should fear any sort of reprisal or further harassment as a result of filing such a report. Organizational Chart (You may wish to include an organiza though they have been the victim of any of these types of harassment, he or she should report any and all incidents of such harassment to Human Resources immediately. COMPANY'S policy is to treat anyual orientation, national origin, age, disability or veteran status. Any harassment based on the above is strictly prohibited, and constitutes grounds for disciplinary action. If any employee feels asthese values, in accordance with local, state and federal law. No Discrimination COMPANY'S employees shall enjoy a working environment free from harassment on the basis of gender, race, religion, sex basis of gender, race, religion, sexual orientation, national origin, age, disability, or veteran status. COMPANY will take affirmative steps to correct any past action or practice inconsistent with loyees to know about the Company.) Equal Opportunity Employer COMPANY is committed to providing an open and accepting environment for all of its employees. COMPANY prohibits any discrimination on they (Draft a short section introducing the Company to your employees, including a brief synopsis of the Company's history, its mission statement, and any other pertinent information you may wish new emphat page, detach it from the book, and return it to Human Resources as evidence that you have received this handbook and understand its purpose and contents. Employee Handbook 1 INTRODUCTION Companhe right to terminate the employment of any employee for any cause, or for no cause at all. At the end of this handbook is a duplicate of this acknowledgment, along with a signature box. Please sign ted to create or imply any employment contract between COMPANY and any of COMPANY'S employees, nor shall it create or imply any promise of employment for any definite period of time. COMPANY reserves t the right to alter, amend, delete, add or otherwise change any policy, rule, practice, benefit, or other element of this handbook with or without notice. Nothing in this handbook shall not be construevision date) ACKNOWLEDGMENT The following employee handbook represents the policies, rules, practices, benefits and guidelines of COMPANY, as of the handbook's latest revision date. COMPANY reservesNY" is inserted as a placeholder for the particular name of your business. Delete and replace with your company's name as necessary. EMPLOYEE HANDBOOK FOR (NAME OF COMPANY) Revised as of (latest rr intervals at which your handbook is reviewed and revised (semi-annually, annually, etc.), and at which time your revisions are reviewed by an attorney. Note: Throughout the handbook, the word "COMPA you to update the information in your handbook regularly, as changes in the law or in your company's policies will require changes to the contents of the book. It may be helpful for you to set regulay, you are advised to have a competent employment law attorney in your state review the contents of your handbook prior to distributing it your employees. Additionally, it will likely be necessary fore that any statements made in your company's handbook may have legal repercussions should your company ever find itself in a legal proceeding relating to the company' employment practices. Consequentlyou to prepare useful and effective language for your company's handbook. Feel free to add or delete provisions as necessary to create a handbook that fits your company's needs. It is important to nottant to note, however, that each company will have its own particular needs and requirements for its handbook. Thus, certain provisions include italicized guidelines and instructions that should help e website of the U.S Equal Employment Opportunity Commission. EMPLOYEE HANDBOOK ­ INSTRUCTIONS The sample form that follows is a framework to assist you in preparing an employee handbook. It is impored to consult a competent employment law attorney to ensure that your business complies with all applicable laws and regulations. Note: The above text about the ADA has been reproduced in part from thize, financial resources, and the nature and structure of its operation. Please note that certain states have enacted their own legislation regarding the treatment of disabled employees. You are advissuch accommodation would not create an undue hardship. An undue hardship is defined as an action requiring significant difficulty or expense when considered in light of factors such as an employer's sices, adjusting or modifying examinations, training materials or policies providing qualified readers or interpreters. Employers are required to reasonable accommodations for disabled employees where s used by employees readily accessible to and usable by persons with disabilities Job restructuring, modifying work schedules, reassignment to a vacant position Acquiring or modifying equipment or devmmodation Covered employers are required by the ADA to make reasonable accommodations to allow Qualified Employees to do their job. Examples of reasonable accommodations are: Making existing facilitier rights under the ADA. Qualified Employees are employees that are able to perform their essential job functions, with or without reasonable accommodation being made for them to do so. Reasonable Acco life activities; Has a record of such an impairment; or Is regarded as having such an impairment. Qualified Employees Certain disabled employees ("Qualified Employees") are entitled to certain furthehave at least 15 employees. Definition of Disabled Person Under the ADA, a person is considered disabled if that person: Has a physical or mental impairment that substantially limits one or more majoraw attorney to ensure that you company abides by all applicable rules and regulations regarding the treatment of disabled employees. Employers Covered by the ADA The ADA applies to all employers that e accommodations are made to allow such employees to continue to perform their job functions. If you think your company may fall under the scope of the ADA, you should consult a competent employment leneral introduction and overview of the Americans with Disabilities Act of 1990. The ADA is designed to protect disabled employees against discrimination in the workplace, and to ensure that reasonabl Note: The above text about the FMLA has been reproduced in part from the website of the U.S Department of Labor. Employee Handbook ­ Information Americans with Disabilities Act The following is a gof the FMLA (i.e., maternity leave requirements). You are advised to consult a competent employment law attorney in your state to ensure your company complies with all applicable laws and regulations.ii, Maine, Minnesota, New Jersey, Oregon, Rhode Island, Vermont, Washington, Wisconsin, and the District of Columbia). Other states may have other laws that address specific elements within the scope tails of the FMLA, see the U.S. Department of Labor's FMLA information webpage. Note also that several states have enacted there own Family and Medical Leave legislation (California, Connecticut, Hawaave when the employee is unable to work because of a serious health condition. Note that the FMLA entitles covered employees only to unpaid leave, and not paid leave. For more information about the deor placement with the employee of a son or daughter for adoption or foster care; To care for an immediate family member (spouse, child or parent) with a serious health condition; or To take medical lele employees are entitled to a total of 12 workweeks of unpaid leave during any 12 month period for one or more of the following reasons: For the birth and care of the newborn child of the employee; Fe worked at a location in the United States or in any territory or possession of the United States where at least 50 employees are employed by the employer within 75 miles. Family/Medical Leave Eligibr the FMLA if he/she is employed by a covered employer, and if: He/she worked for the covered employer for a total of 12 months He/she worked at least 1250 hours over the previous 12 months; and He/shanies Covered by FMLA The FMLA applies to companies that employed 50 or more employees in 20 or more workweeks of the current or preceding year. Employees Covered by FMLA An employee is protected unde think your company may fall under the purview of the FMLA, you should consult a competent employment law attorney to ensure that you comply with any applicable rules and requirements of the Act. CompLeave Act of 1993. The FMLA is designed to ensure that employees are afforded unpaid leave in order to take care of certain specific family and/or medical obligations, without losing their job. If youwww.findlegalforms.com/legal_guides/employment_law.html . Employee Handbook ­ Information Family and Medical Leave Act The following is a general introduction and overview of the Family and Medical l information regarding employment law, please visit our site to view our free Employment Law Guide and Employment FAQ at http://www.findlegalforms.com/legal_guides/employment_law_faq.html and http://hat may affect your company's employment practices, as well as a sample handbook with instructions to assist you in preparing a handbook that meets the needs of your particular business. For additionayou have a competent employment law attorney in your state review your handbook before you distribute it to employees. Included in this kit is some general information regarding certain federal laws tes and interpretive guidelines for the use of employee handbooks. This kit is designed to give you a framework from which to begin the preparation of your company's handbook, but it is important that e easily understood both by employees, as well as by a court should a claim be brought by or against you regarding your employment practices. It is important to note that many states have specific rul a valuable practice for many businesses. By providing a uniform and carefully considered statement of your company's policies, rules, and expectations, you can ensure that your company's positions arFindLegalForms Employee Handbook ­ Kit This kit includes tools and instructions that will assist you in the preparation of an employee handbook. Compiling and distributing an employee handbook can be