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North Carolina ion) EMPLOYEE: ____________________________________________________ (Signature) ___________________________________ (Name ­ Please Print) Employment Agreement--Short Form 4 year first above written. EMPLOYER: ___________________________________________________ (Signature) __________________________________ (Name ­ Please Print) __________________________________ (Posit___________________. [The remainder of this page intentionally left blank.] Employment Agreement--Short Form 3 IN WITNESS WHEREOF, the parties have caused this Agreement to be executed the day ande such addresses from time to time by providing notice as set forth above. 16. GOVERNING LAW: This Agreement shall be governed by and construed in accordance with the laws of the State of ______________ ________________________________ ________________________________ Employee: ________________________________ ________________________________ ________________________________ Either party may changAgreement shall be in writing and mailed certified return receipt requested, postage prepaid, or delivered by overnight delivery service, addressed as follows: Employer: ______________________________o the subject matter of this Agreement. This Agreement may be modified in writing and must be signed by both Employee and Employer. 15. NOTICE: Any notice required or otherwise given pursuant to this prior understanding or representation of any kind preceding the date of this Agreement. There are no other promises, conditions, understandings or other agreements, whether oral or written, relating tke the provision valid, then such provision shall be deemed to be construed as so limited. 14. ENTIRE AGREEMENT: This Agreement constitutes the entire agreement between the Parties and supersedes any ue in full force and effect. If any provision of this Agreement is deemed invalid or unenforceable by any statute, ordinance or court of competent jurisdiction, and if limiting such provision would ma this Agreement. Employment Agreement--Short Form 2 13. SEVERABILITY: If any part or parts of this Agreement shall be held unenforceable for any reason, the remainder of this Agreement shall continf either party to enforce any provisions of this Agreement shall not be deemed a waiver or limitation of that party's right to subsequently enforce and compel strict compliance with every provision ofrties. 11. CUMULATIVE RIGHTS: The Parties' rights under this Agreement are cumulative, and shall not be construed as exclusive of each other unless otherwise required by law. 12. WAIVER: The failure onation. 10. BINDING EFFECT: The covenants and conditions contained in the Agreement shall apply to and bind the Parties and the heirs, legal representatives, successors and permitted assigns of the Pa9. CONTINUING OBLIGATIONS: Notwithstanding the termination of Employee for any reason, the provisions of paragraph 5 and 8 of this Agreement will continue in full force and effect following such termin (and all copies and reproductions thereof). In addition, Employee will return any other property belonging to Employer including without limitation: computers, office supplies, money and documents. of federal or state law). 8. RETURN OF PROPERTY: Upon termination of employment, Employee will return to Employer all drawings, documents, and other tangible manifestations of Confidential Informatioemployees of Employer. 7. TERMINATION: This is an "at-will" employment relationship and may be terminated by either Employer or Employee at any time (except for terminations that would be in violation through Employee's unauthorized actions. 6. OTHER RULES AND POLICIES: Employee agrees to abide by any other rules, policies or procedures as communicated by Employer that are generally applicable to loyee will use his/her best efforts to prevent any such disclosure. Confidential information will not include information that is in the public domain, unless such information falls into public domain or use for personal gain any Confidential Information at any time during or after the termination of employment, unless Employer grants express, written consent of such a disclosure. In addition, Empmarketing strategies and other such information as the Employer may designate as confidential ("Confidential Information"). Employee agrees to not disclose to any other person (unless required by law)ormation. Such confidential information may include, without limitation, i) business and financial information, ii) business methods and practices, iii) technologies and technological strategies, iv) ng or other business activity directly related to the business of the Company. 5. CONFIDENTIALITY: Employee acknowledges that he/she may have access to the Employer's confidential and proprietary inf's normal practices and policies. 4. CONFLICTING EMPLOYMENT: Employee agrees that during the time of his employment with Employer, he/she will not accept nor will he/she engage in employment, consultitional benefits). 3. EXPENSES: Employer will reimburse Employee for reasonable benefits incurred by Employee in the performance of his duties. Reimbursement will be handled in accordance with Employer___________________________________ ________________________________________________________________ ________________________________________________________________ (write "none" if there are no addiceive the following additional benefits: ________________________________________________________________ ________________________________________________________________ _____________________________accrue vacation/paid-time-off (circle one) at a rate of __________________ hours per month. Vacation approval will be handled in accordance with the normal practices of Employer. Employee will also reNSATION/BENEFITS: For services provided, Employer will pay Employee an annual/monthly (circle one) salary of $____________, paid in accordance with Employer's annual payroll procedures. Employee will ______ and other duties as may be assigned by Employer from time to time. The Parties agree that this position is "at-will" and can be terminated by Employee or Employer at any time. 2. EMPLOYEE COMPE___________________________________________________________ ________________________________________________________________ ________________________________________________________________ __________eferred to as the "Parties"). The Parties agree as follows: 1. EMPLOYMENT: Employer shall employ Employee in the position of ___________________________________. Employee's duties shall include: ________________________________________, ___________, by and between _________________________________________ (the "Employer") and _______________________________________ (the "Employee") (collectively rllective bargaining agreement or union contract until carefully reviewed by the employer's counsel. EMPLOYMENT AGREEMENT This Employment Agreement (the "Agreement") is made effective as of __________ddition, before using the form you should always consult with your attorney to ensure that it addresses you specific situation. This document should not be used with employees that are covered by a co on non-compete clauses), therefore employers and employees should become familiar with the laws of their specific state and the federal government before entering into an employment arrangement. In an the employee receives (the job) is obvious. Employment relationships are governed by both federal and state law. Many of the state laws differ dramatically (e.g. some states have imposed limitations signing the agreement. Because of this, it is best if the employee signs the employment agreement at the beginning of his/her employment, then it becomes a condition of his/her employment and the gaitates will also require that for the agreement to be enforceable the employee must have received "consideration" for signing the document, this means that the employee must has received some gain from will" doctrine is not recognized in every state, "at will" language will still help clarify the nature of the employment relationship. Most states will enforce this type of agreement. However, most sent is "at will," meaning the employment relationship can be terminated by either the employee or the employer at any time (except for terminations that violate federal or state law). Although the "atloyment agreement protects the employer. It will clarify the employer's expectations for the employee and grounds for termination. Furthermore, the employment agreement will establish that the employmirst, it provides the employee with the basic conditions of his/her employment. For example, among other things, the employment agreement will state basic duties, salary, and benefits. Second, the empagreement is an agreement between an employer and an employee which provides the terms and conditions of the employment relationship. The employment agreement serves a number of beneficial purposes. F with another party. [_] The purchase and use of these forms is subject to the "Disclaimers and Terms of Use" found at findlegalforms.com. INFORMATION Employment Agreement ­ Short Form An employment for you and should not be used or signed before first consulting with an attorney to ensure that it addresses your particular situation. An attorney should be consulted before negotiating any documentependent contractor. [_] Laws vary from time to time and from state to state. These forms are not intended to be and are not a substitute for legal advice. These forms should only be a starting point [_] This form should not be used if the Employee is covered by a collective bargaining agreement or union contract, if the Employee is considered a consultant, or if the Employee is considered an indgins. [_] Generally both the Employer and the Employee each retain an original signed Employment Agreement. Therefore, two original copies of the Employment Agreement should be executed (i.e. signed).ee manual). [_] The Employer must sign the Employment Agreement. [_] The Employee must sign the Employment Agreement. [_] The Employment Agreement should be signed no later then when the employment be3) the Employment Agreement. [_] The Employer should review the Employment Agreement to ensure that it contains no provisions that are not inconsistent with its existing rules or policies (e.g. employInstructions & Checklist Employment Agreement ­ Short Form [_] This package contains: (1) Instructions and Checklist for the Employment Agreement; (2) Information about the Employment Agreement; and ( North CarolinaNorth Carolina tor Agreement 4 _________________ (Position) CONTRACTOR: ___________________________________________________ (Signature) ___________________________________________________ (Name ­ Please Print) Independent Contracritten above. THE COMPANY: ___________________________________________________ (Signature) ___________________________________________________ (Name ­ Please Print) ________________________________________. [The remainder of this page intentionally left blank.] Independent Contractor Agreement 3 IN WITNESS WHEREOF, the parties have caused this Agreement to be executed the day and year first wses from time to time by providing notice as set forth above. 17. GOVERNING LAW: This Agreement shall be governed by and construed in accordance with the laws of the State of _____________________________________________ ________________________________ Contractor: ________________________________ ________________________________ ________________________________ Either party may change such addres in writing and mailed certified return receipt requested, postage prepaid, or delivered by overnight delivery service, addressed as follows: The Company: ________________________________ ____________ this Agreement. This Agreement may be modified in writing and must be signed by both the Company and Contractor. 16. NOTICE: Any notice required or otherwise given pursuant to this Agreement shall berepresentation of any kind preceding the date of this Agreement. There are no other promises, conditions, understandings or other agreements, whether oral or written, relating to the subject matter of then such provision shall be deemed to be construed as so limited. 15. ENTIRE AGREEMENT: This Agreement constitutes the entire agreement between the Parties and supersedes any prior understanding or e in full force and effect. If any provision of this Agreement is deemed invalid or unenforceable by any court of competent jurisdiction, and if limiting such provision would make the provision valid,this Agreement. Independent Contractor Agreement 2 14. SEVERABILITY: If any part or parts of this Agreement shall be held unenforceable for any reason, the remainder of this Agreement shall continu either party to enforce any provisions of this Agreement shall not be deemed a waiver or limitation of that party's right to subsequently enforce and compel strict compliance with every provision of ties. 12. CUMULATIVE RIGHTS: The Parties' rights under this Agreement are cumulative, and shall not be construed as exclusive of each other unless otherwise required by law. 13. WAIVER: The failure ofation. 11. BINDING EFFECT: The covenants and conditions contained in the Agreement shall apply to and bind the Parties and the heirs, legal representatives, successors and permitted assigns of the Par. CONTINUING OBLIGATIONS: Notwithstanding the termination of this Agreement for any reason, the provisions of paragraph 6 of this Agreement will continue in full force and effect following such terminall copies and reproductions thereof). In addition, Contractor will return any other property belonging to the Company including without limitation: computers, office supplies, money and documents. 10kruptcy. 9. RETURN OF PROPERTY: Upon termination of services, Contractor will promptly return to the Company all drawings, documents and other tangible manifestations of Confidential Information (and the Company materially breaches any obligation in the Agreement and such breach is not corrected within five days of receiving written notice from the Contractor; or (ii) If the Company files for banwithin five days of receiving written notice from the Company; or (ii) If Contractor is unable to provide the services in this Agreement due to illness, death or disability. · By the Contractor (i) If early for the following reasons: · By the Company (i) If Contractor fails to perform his/her duties or materially breaches any obligation in the Agreement, and the failure or breach is not corrected authorized actions. 7. OTHER RULES AND POLICIES: Contractor agrees to abide by any other rules, policies and procedures as communicated by the Company. 8. TERMINATION: This Agreement may be terminatedosure. Confidential information will not include information that is Independent Contractor Agreement 1 in the public domain, unless such information falls into public domain through Contractor's unat any time during or after the Agreement Term, unless the Company grants express, written consent of such a disclosure. In addition, Contractor will use his/her best efforts to prevent any such disclompany may designate as confidential ("Confidential Information"). Contractor agrees to not disclose to any other person (unless required by law) or use for personal gain any Confidential Information t limitation: i) business and financial information, ii) business methods and practices, iii) technologies and technological strategies, iv) marketing strategies and v) other such information as the Cees of the Company. 6. CONFIDENTIALITY: Contractor acknowledges that he/she may have access to the Company's confidential and proprietary information. Such confidential information may include, withouCTOR. Contractor is an independent contractor and not an employee of the Company, and, unless otherwise stated in this Agreement, is not entitled to any of the benefits normally provided to the employ the completion of the project). 4. EXPENSES: Contractor shall bear all expenses incurred in the performance of this Agreement except ___________________________________________. 5. INDEPENDENT CONTRA______ (the "Agreement Term"). 3. COMPENSATION: For services provided, the Company will pay Contractor ______________________. Payment shall be made _____________________ (e.g. monthly, biweekly or atservices described above. 2. TERM: Contractor shall provide services to the Company pursuant to this Agreement for a term beginning on _______________________ and ending on _________________________________________________ Contractor will determine the method, details, and means of performing the Services; however, Contractor agrees to devote a minimum of ________ hours per week to performing the es: ________________________________________________________________________ ________________________________________________________________________ _______________________________________________________________________________ ("Contractor") (collectively referred to as the "Parties"). The Parties agree as follows: 1. SERVICES: The Company shall engage Contractor to provide the following servict") is made and entered on _____________________________________________, ___________, by and between _____________________________________________________ (the "Company") and ________________________e using the form you should always consult with your attorney to ensure that it addresses you specific situation. INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (the "Agreemenore the company and the independent contractor should become familiar with the laws of their specific state and the federal government before entering into this type of arrangement. In addition, beforervice term, then it becomes a condition of his/her engagement with the company. Employment relationships are governed by both federal and state law. Many of the state laws differ dramatically, therefnation of the relationship. Most states will enforce this type of agreement. It is best, however, if the independent contractor signs the Independent Contractor Agreement at the beginning of his/her scompany by, among other things, clarifying the company's expectations for the independent contractor, reaffirming that an employer/employee relationship is not created and laying out reasons for termiIt provides the independent contractor with the basic conditions, project parameters and terms of payment for his/her service to the company. The Independent Contractor Agreement can also protect the employee) that provides the terms and conditions by which the independent contractor will provide services to the company. The Independent Contractor Agreement serves a number of beneficial purposes. nd Terms of Use" found at findlegalforms.com. INFORMATION Independent Contractor Agreement An independent contractor agreement is an agreement between a company and an independent contractor (not an hat it addresses your particular situation. An attorney should be consulted before negotiating any document with another party. [_] The purchase and use of these forms is subject to the "Disclaimers a not intended to be and are not a substitute for legal advice. These forms should only be a starting point for you and should not be used or signed before first consulting with an attorney to ensure txecuted (i.e. signed). [_] This form should not be used if the Independent Contractor is considered an employee of the Company. [_] Laws vary from time to time and from state to state. These forms areing of the term of service. [_] Generally both the Company and the Independent Contractor each retain an original signed Agreement; therefore, at least two original copies of the Agreement should be eolicies (e.g. the company manual). [_] A representative of the Company must sign the Agreement. [_] The Independent Contractor must sign the Agreement. [_] The Agreement should be signed at the beginnractor Agreement; (3) Independent Contractor Agreement. [_] The Company should review the Agreement to ensure that it does not contain any provisions that are inconsistent with its existing rules or pInstructions & Checklist Independent Contractor Agreement [_] This package contains: (1) Instructions and Checklist for the Independent Contractor Agreement; (2) Information about the Independent Cont North CarolinaNorth Carolina Agreement 2 __________ Title (if applicable) CONTRACTOR: ______________________________ Signature ______________________________ Name (please print) ______________________________ Title (if applicable) Service g) Any changes to this document must be signed by both Contractor and Owner. OWNER: _______________________________ Signature _______________________________ Name (please print) _____________________g payment or resolution of dispute. (e) Contractor shall not be liable for any delay due to circumstance beyond its control. (f) Contractor is an independent contractor and not an employee of Owner. (jury as a result of the acts of Contractor or its employees. (d) In the event Owner shall fail to pay any periodic or installment payment due hereunder, Contractor may cease work without breach pendinl be performed by individuals duly licenses and authorized by law to perform the work. (c) Contractor warrants that it is adequately insured for injury to its employees and others incurring loss or insions: (a) All work shall be completed in a workmanship like manner, and if applicable, in compliance with all building codes and other applicable laws. (b) To the extent required by law all work shal____________ ________________________________________________________________________ ________________________________________________________________________ (If none, write "none.") 5. General Provithe completion of the project, etc.) Service Agreement 1 4. Other Expenses: The Owner shall reimburse the Contractor for the following expenses only:____________________________________________________________________________ _____________________________________________________________________ (Here you will need to describe how the payments will be made. Will you make the payments weekly, at re appropriate for ongoing services) The payments shall be paid in the following manner: _____________________________________________________________________ _________________________________________ (This is more appropriate for a one-time project) The Owner shall pay the Contractor _________________________ Dollars ($__________) per ___________. ( e.g. week, month, per session, etc.--this is mo3. PAYMENT: (Mark the applicable provision): The Owner shall pay the Contractor for the material and labor to be performed under the Agreement the sum of ________________________Dollars ($__________).ubstantially completed by ______________________, 20__. Time is of the essence. The services described above are ongoing, and shall be completed _______________ (e.g. weekly, bi-weekly, daily, etc.). ___________________________________________ 2. TIME OF COMPLETION: (Mark the applicable provision): The services described above shall be commenced on or before _________________, 20__, and shall be s________________________ ________________________________________________________________________ ________________________________________________________________________ _____________________________elow: ________________________________________________________________________ ________________________________________________________________________ ________________________________________________"Contractor") and ______________________________________________ ("Owner") (collectively the "Parties"). The Parties agree as follows: 1. SERVICES: The Contractor will perform the services described byou specific situation. SERVICE AGREEMENT This Service Agreement (the "Agreement") is dated as of ________________________, 20____, by and between __________________________________________________ (ir specific state and the federal government before entering into this type of arrangement. In addition, before using the form you should always consult with your attorney to ensure that it addresses ion. Employment relationships are governed by both federal and state law. Many of the state laws differ dramatically, therefore the owner and the contractor should become familiar with the laws of thelationship is not created. The following service agreement can be used for a one-time project or for ongoing services. In a few cases, you will need to choose the provision that applies to your situatngement end? When should the project be completed? These are all questions that will be answered in the service agreement. In addition, the service agreement will reaffirm that an employer/employee ree door opener. A service agreement is helpful because it provides the terms and conditions of the arrangement. What is involved in the project? How much will the contractor get paid? How will the arraractor, who will provide services, and a property/business owner. These services may vary wildly, ranging from such things as gardening, to cleaning a house, to repairing a deck, to installing a garag [_] The purchase and use of these forms is subject to the "Disclaimers and Terms of Use" found at findlegalforms.com. Information Service Agreement A service agreement is an agreement between a contot be used or signed before first consulting with an attorney to ensure that they address your particular situation. An attorney should be consulted before negotiating any document with another party.These are just instructions to help you complete it.. [_] These forms are not intended to be and are not a substitute for legal advice. These forms should only be a starting point for you and should nbeginning of the term of service. [_] This form should not be used if the contractor is considered an employee of the owner. [_] If you like, you can erase the italicized statements on the agreement. ment itself. [_] Both the owner and contractor must sign the Agreement. Because both parties will want to retain an original, two originals should be signed. [_] The Agreement should be signed at the Instructions & Checklist Service Agreement [_] This package contains: (1) Instructions and Checklist for the Service Agreement (the "Agreement"); (2) Information about the Agreement; and (3) the Agree North CarolinaNorth Carolina future positions that our company may have. Once again, I would like to thank you for considering [Insert Your Company Name]. Best of Luck, [Insert Printed Name] redentials are very impressive, we have decided to offer the job to another candidate. We wish you the best of luck in your future endeavors. We will keep your resume on file for consideration for any____ ____________________________________________. We considered a number of very talented and qualified candidates for this position, which made our ultimate decision quite difficult. Although your c Recipient's Address] Re: [Insert Job Title of Position Applied For] Position Dear [Insert Rejected Applicant's Name]: Thank you for taking the time to apply with our company in the position of ______r attorney to ensure that it addresses you specific situation. [Insert Name of Company] [Insert Department, if applicable] [Insert Address of Company] [Insert Date] [Insert Name of Recipient] [Insertd ii) by establishing a rejection procedure and record, the company may be able to protect itself from some claims by the rejected applicants. Before using this form you should always consult with youeen the rejected applicant and the company--if another job comes up, the rejected applicant will be more likely to apply if in prior situations, he/she had been treated with respect by the company; an job applicant that he/she was not chosen for a particular position. It is a good idea for a company to have a practice of sending out these types of letters because: i) it produces some goodwill betwchase and use of these forms is subject to the "Disclaimers and Terms of Use" found at findlegalforms.com. Information Applicant Rejection Letter An Applicant Rejection Letter is a letter informing aed or signed before first consulting with an attorney to ensure that it addresses your particular situation. An attorney should be consulted before negotiating any document with another party. The pure. Laws vary from time to time and from state to state. This form is not intended to be and is not a substitute for legal advice. This form should only be a starting point for you and should not be usructions have been inserted in the letter to help guide you. Erase these instructions before printing your final letter. Keep a copy of the rejection letter in your company's files for future referenc(3) the Applicant Rejection Letter. Review your company policies to ensure this letter complies with your company procedures, if any exist, regarding the rejection of applicants. Bold, italicized instInstructions & Checklist Applicant Rejection Letter This package contains: (1) Instructions and Checklist for the Applicant Rejection Letter; (2) Information regarding the Applicant Rejection Letter; North CarolinaNorth Carolina ____________________ Name of Employee ___ , 20 ____ ___________________________________ Signature of Employer ___________________________________ Name of Employer ___________________________________ Signature of Employee _______________without Employer's consent, nor to remove any of Employer's business secrets or information from the Employer's facilities. 3. The parties agree to the following additional terms: Dated: ____________, development, manufacturing processes, or any other technical or business information. 2. The Employee agrees not to make any unauthorized copies of any of Employer's business secrets or information crets confidential at all times during and after the term of Employee's employment. Employer's business secrets include any information regarding the Employer's customers, supplies, finances, research_____________________ , State of ____________________________ . For valuable consideration, the Employer and Employee agree as follows: 1. The Employee agrees to keep all of the Employer's business se_________ , City of _________________________________ , State of _____________________________ , and _________________________________ , Employee, of ___________________________ , City of ____________all serious legal matters. Employee Confidentiality Agreement This Agreement is made on ______________________ , 20 ___ , between _________________________________ , Employer, of ____________________n any theory of liability, whether in contract, strict liability, or tort (including negligence or otherwise) arising in any way out of the use of these materials. An attorney should be consulted for special, exemplary, or consequential damages (including, but not limited to, procurement of substitute goods or services; loss of use, data, or profits; or business interruption) however caused and o In no event will: i) FindLegalForms, Inc, its agents, partners, or affiliates, or ii) the providers, authors or publishers of the forms, be responsible or liable for any direct, indirect, incidental,d "AS-IS." We do not give any express or implied warranties of merchantability, suitability or completeness for any of the materials for your particular needs. The materials are used at your own risk.s. FindLegalForms, Inc. does not provide legal advice. The purchase and use of these materials is subject to the "Disclaimers and Terms of Use" found at findlegalforms.com. These materials are provide from the employer's facilities. To prepare this form, simply fill in the employer's and employee's names and addresses. Disclaimer No Attorney-Client relationship is created by use of these material manufacturing processes, or any technical or business information. This form also provides that the employee agrees not to make any unauthorized copies of information or take any business informationthe employee agree not to divulge any business or trade secrets. An employer's business secrets include any information regarding the employer's customers, supplies, finances, research, development orInformation Employee Confidentiality Agreement Provided under agreement with copyright holder, © Nova Publishing Company 2004 This form may be used in those situations in which it is prudent to have North CarolinaNorth Carolina truction & Checklist 4 ither the company or I can terminate my employment for any reason not prohibited by state or federal law. Signature: ________________________________ Date ________________ Employment Application Inshorize this company to investigate any aspect of my prior educational and employment history. Furthermore I understand that if I am hired, employment with this company is "at will," which means that etion are true and complete to the best of my knowledge. If I am employed, I understand that any false statements on this application shall be considered sufficient cause for my dismissal. I hereby aut_______________________________________ _____________________________________________________________________________________ I hereby certify that my answers and assertions set forth in this applica____________________________________________________________ Other: _____________________________________________________________________________________ _______________________________________________________________________________________________ _____________________________________________________________________________________ Languages Spoken (other than English): _________________________ Skills Please describe any skills you have in the following areas: Computer: _____________________________________________________________________________________ ____________________________________ able to work weekends? Yes Yes No No Are you willing to travel for the job? When would you be able to start? _________________________________ Desired salary: ________________ per ______________ __________________________________ How did you hear about this job? __________________________________________ What hours are you willing to work? ________________________________________ Would you ben Instruction & Checklist 3 Last Name: __________________ First Name: ________________Middle Initial: _____ POSITION INFORMATION : Position Specifications Position Applying For: ____________________________ to _________. Major: _______________________________ Degree:________________________ Special honors or awards:______________________________________________________ Employment Applicatio___________________________________________ College or University ____________________________________________________________________________ Name and Address Did you graduate? Yes No Attended from _________ Name and Address Did you graduate? Yes No Attended from __________ to _________. Major: _______________________________ Degree:________________________ Special honors or awards:___________ation:_____________________ Special honors or awards:_______________________________________________________ College or University __________________________________________________________________________________________________________________________________ Name and Address Did you graduate? Yes No Attended from __________ to _________. Specialty: ________________________ Degree or Certificto _________. Yes No If you did not graduate, did you receive your GED? Special honors or awards:______________________________________________________ Technical or Vocational School ________________________Middle Initial: _____ EDUCATION High School _____________________________________________________________________________ Name and Address Did you graduate? Yes No Attended from _________ __ ________________________________________________________________________________________________ Employment Application Instruction & Checklist 2 Last Name: __________________ First Name: ______? Title Yes No Reason for leaving: _____________________________________________________________________ _____________________________________________________________________________________________________________________________________________________ Dates of Employment:__________________ to _________________________ Supervisor:_____________________ Name _______________________ May we contact____________________ _______________________________________ Your Position: _______________________________ _________________________________________ Address: Salary: Duties:______________________________________________________________________________________ ________________________________________________________________________________________________ Prior Employer Employer: _______________________________________ May we contact? Title Yes No Reasons for Leaving:_________________________________________________________________________________________ ________________________________________________________________________________________________________________ Dates of Employment:_____________________ to _____________________________ Supervisor:_________________________ Name _____________________________________ Your Position: _______________________________ Address: _______________________________________ Salary: _________________________________________ Duties:_______________________________________________________________________________________ ________________________________________________________________________________________________ Prior Employer Employer: ____ Name _____________________________ May we contact? Title Yes No Reasons for Leaving:_________________________________________________________________________________________ _____________________:__________________________________________________________________________________________ Dates of Employment:_____________________ to _____________________________ Supervisor:______________________r Employer: __________________________________ Your Position: _______________________________ Address: _______________________________________ Salary: _________________________________________ Duties__________________ to ___________________________. Special Honors: Last Name: __________________ First Name: ________________Middle Initial: _____ EMPLOYMENT HISTORY : Present or Most Recent Employe you ever served in the U.S. Military? Yes No If yes, please provide the following information: Branch of Service: ____________________ Rank at time of separation: __________________ I served from _______________ Have you ever been convicted of a crime in the past seven years (you are not obligated to disclose sealed or expunged criminal records)? Yes No If you answered yes, please explain: Have _____ I am an U.S. Citizen or otherwise authorized to work in the United States on an unrestricted basis: Yes No If applicable, please list your visa type, visa # and expiration: ________________ above): Street and Apt. # Telephone: _________________________ City State Zip Code E-mail:________________________ Social Security #: _____-_____-______ Driver's License #: ________________ State:________________________________________________ PERSONAL INFORMATION First Name Middle Initial Last Name Current Address: Street and Apt. # City State Zip Code Permanent Address (if different fromPlease type or print your answers. If you print, please do so in blue or black ink and write neatly. An illegible application may preclude you from consideration. POSITION APPLYING FOR: ______________provide equal employment opportunities to all qualified persons without regard to race, creed, color, religious belief, sex, age, national origin, physical or mental handicap or veteran status. Note: e forms is subject to the "Disclaimers and Terms of Use" found at findlegalforms.com. Employment Application Instruction & Checklist 1 APPLICATION OF EMPLOYMENT It is the policy of this company to to be and are not a substitute for legal advice. Employers should consult with their attorneys before using this application to ensure that it complies with all laws. [_] The purchase and use of thesthe applicant is hired, a copy of their employment application should be kept with their other employment records. [_] Laws vary from time to time and from state to state. These forms are not intendedons regarding the company's practice of providing equal employment opportunities; review your company's policy to ensure its accuracy. [_] The applicant should sign the employment application. [_] If Instructions & Checklist Employment Application [_] This package contains: (1) Instructions and Checklist for the Employment Application; (2) Employment Application. [_] This application makes asserti North CarolinaNorth Carolina ______, 20___ ____________________________________________ [Insert employee name here] 2 ert your name here] [Insert your position here] EMPLOYEE ACKNOWLEDGMENT In response to the above offer of employment (INITIAL ONE ONLY): ______ I accept. ______ I do not accept. Dated: _____________this letter, our offer of employment or anything else, please do not hesitate to call me. We are excited to have you join our organization and look forward to working with you. Sincerely Yours, [Insosed copy of this letter in the space indicated below and return it to us as soon as possible in the stamped, addressed envelope enclosed for your convenience. Should you have any questions regarding ip can be terminated by either one of us at any time for any reason. This offer will remain open until ____________, 20___. If you decide to accept our offer, as we hope you will, please sign the enclplans, including those describe above, at any time. 6. At-Will Employment: Should you decide to accept our offer, you will be an atwill employee with the company. This means the employment relationsh sectionsbelow. If benefits are offered, check to see when new employees would become eligible]. 5. Modifications of Benefits: We may, in our discretion, cancel or modify any of our employee benefits o not desire such coverage. Information regarding our health insurance, as well as other group benefit plans, is enclosed. [Delete this section if healthcare benefits are not offered and re-number theper month of active service commencing on your date of hire. 4. Insurance: ___ months after you begin work, you will be covered under our group health insurance policy, unless you advise us that you d_______________________________ 3. Vacation: You will earn up to _____________weeks (___ working days) vacation during the calendar year. Vacation time accrues at the rate of approximately _____ days ude __________________________ __________________________________________________________________ __________________________________________________________________ ___________________________________roll procedures. In addition, you will be eligible for an annual bonus of $__________________. [Delete this line if there is no bonus program in place]. 2. Duties: The duties of your new position incle of the more significant benefits and terms and conditions of your employment. 1. Salary: Your starting salary will be $________________, which will be paid to you in accordance with our standard payet forth in this letter. Various benefits offered by our organization to new employees are described in attachments to this letter [Delete this line if there are no attachments]. The following are somgratulations! It is our pleasure to offer you employment with [Insert your company name here] in the position of ___________________________________ commencing _________________, 20___, on the terms sld not be used with employees that are covered by a collective bargaining agreement or union contract. [INSERT DATE HERE] [INSERT ADDRESS OF NEW EMPLOYEE HERE] Dear ___________________________: Cont before entering into an employment arrangement. In addition, before using the form you should always consult with your attorney to ensure that it addresses you specific situation. This document shourned by both federal and state law. Many of the state laws differ dramatically, therefore employers and employees should become familiar with the laws of their specific state and the federal governmenor state law). Although the "at will" doctrine is not recognized in every state, "at will" language will still help clarify the nature of the employment relationship. Employment relationships are gove that the employment being offered is "at will," meaning the employment relationship can be terminated by either the employee or the employer at any time (except for terminations that violate federal s, vacation, etc.), but in a much more casual manner than other types of agreements because its tone is congratulatory rather than adversarial. In addition, an employee offer letter will also reaffirmhe formality of an employment agreement, this is your document. An employment offer letter can still adequately communicate many of the conditions and benefits of the position (including salary, dutierms of Use" found at findlegalforms.com. Information Employment Offer Letter If you want to extend an offer of employment to someone and include some of the basic terms of the offer, but don't want tt addresses your particular situation. An attorney should be consulted before negotiating any document with another party. [_] The purchase and use of these forms is subject to the "Disclaimers and Teintended to be and are not a substitute for legal advice. These forms should only be a starting point for you and should not be used or signed before first consulting with an attorney to ensure that ited on your computer. Many of the comments in italics and [brackets] need to be deleted or replaced with appropriate text. [_] Laws vary from time to time and from state to state. These forms are not actor. [_] You can print this form letter on your company letterhead or you can type your or your company's name and address at the top of the letter. [_] This letter is meant to be filled out and ediis form should not be used if the prospective employee is covered by a collective bargaining agreement or union contract, or if the prospective employee is considered a consultant or independent contr employee before the employment begins. Because you are asking the prospective employee to return the letter to you, you should include a copy of the letter, plus a stamped, addressed envelope. [_] Thns bracketed, italicized instructions. After you have inserted (or deleted) all the appropriate information, delete the bracketed instructions. [_] The Offer Letter should be signed by the prospectiveer, you should review the Offer Letter to ensure that the statements are consistent with both your existing policies and the terms of the offer to the prospective employee. [_] The Offer Letter contaiInstructions & Checklist Employment Offer Letter [_] This package contains: (1) Instructions and Checklist for the Offer Letter; (2) the Information sheet; and (3) the Offer Letter. [_] As the employ North CarolinaNorth Carolina 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 North CarolinaNorth Carolina the Company Severance Agreement 6 _____ Date: ____________________ Date: ____________________ Severance Agreement 4 Schedule A Unreimbursed Business Expenses Severance Agreement 5 Schedule B Company Property Not et Returned to____________ (Name) Employer: ____________________ (Company Name) Signature: ____________________ (Employee Signature) Signature: ____________________ (Employer Signature) Position: _______________ the date of this Agreement. There are no other promises, conditions, understandings or other agreements, whether oral or written, relating to the subject matter of this Agreement. Employee: ________ns of this Agreement. 17. Entire Agreement. This Agreement constitutes the entire agreement between Company and Employee, and supersedes any prior understanding or representation of any kind precedinged as follows: Severance Agreement 3 If to the Company: If to the Employee: 16. Headings. The headings for section herein are for convenience only and shall not affect the meaning of the provisiony notice required or otherwise given pursuant to this Agreement shall be in writing and mailed certified return receipt requested, postage prepaid, or delivered by overnight delivery service, addressor unenforceable by any court of competent jurisdiction, and if limiting such provision would make the provision valid, then such provision shall be deemed to be construed as so limited. 15. Notice. Art or parts of this Agreement shall be held unenforceable for any reason, the remainder of this Agreement shall continue in full force and effect. If any provision of this Agreement is deemed invalid except that such rights and obligations may be assigned without such prior written consent if the assignment is in connection with a sale or transfer of control of Company. 14. Severability. If any pall constitute one agreement. 13. Assignment. Neither Company nor Employee may assign its respective rights or obligations under this Agreement without prior written consent from Company and Employee, t regard to conflicts of law principles. 12. Counterparts. This Agreement may be executed in several counterparts, each of which shall constitute an original and all of which, when taken together, shae's spouse, attorney, accountant, etc.) . 11. Governing Law. This Agreement shall be construed in accordance with, and governed in all respects by, the laws of the State of ___________________, withouill disclose any term or condition set forth in this Agreement to any other person, except that Employee may discuss said terms and conditions with (Insert exceptions to confidentiality, i.e., Employey's employ in order to perform services in any way similar to those performed for Company for any other person or entity. 10. Confidentiality. Except as required by law, neither Employee nor Company wany. 9. Non-Solicitation. Employee covenants that for a period of 1 year from the date of this Agreement, he will not solicit any employee, officer, director, or independent contractor to leave Compan anyone, including but not limited to any media outlet, industry group, or current or future employee about Employee; about Employee's employment with Company; or about Employee's separation from Compficers, directors, and employees). Company agrees to instruct its officers, directors and employees that have knowledge of this Agreement not to make any false, disparaging or derogatory statements tol condition, capability or any other aspect of Company's business, and will not engage in any conduct which is intended to harm professionally or personally the reputation of Company (including its ofmployees, agents, affiliates, consultants or representatives or about Company's business affairs and financial condition, any statements that disparage any person, product, service, finances, financiaia Severance Agreement 2 outlet, industry group, financial institution, current or former employee, consultant, client or customer of Company, regarding Company or any of its directors, officers, et of the Severance Bonus, and of the promises made by Company in this Agreement, Employee shall not make any false, disparaging or derogatory statements to anyone, including but not limited to any medes shall Employee have less than 7 days to revoke the Agreement. 8. Mutual Non-Disparagement. To the extent permitted by law, Employee acknowledges and agrees that, as a condition for Company's paymenthdraw the terms offered under this Agreement. c. Employee has 7 days from the date this Agreement is signed during which he may revoke the Agreement. The Parties acknowledge that under no circumstancee's choice not to wait for the full 21-day period to expire was made knowingly and voluntarily, and was in no way induced by Company by means of intimidation, fraud, duress, or any other threat to wib. Employee has had at least 21 days to consider this Agreement before signing it. If \Employee signed this Agreement within 21 days of the date that the Agreement was offered to Employee, then Employtherwise have been entitled. Further, Employee acknowledges that he has been advised here in writing as follows: a. Employee has been advised to consult with an attorney before signing this Agreement ent. Employee acknowledges that the consideration given for this waiver and release was given by Company in addition to any wages, benefits, bonuses, or other things of value to which Employee would or the Age Discrimination in Employment Act of 1967. The Parties agree that this waiver and release is does not apply to any rights that may arise under the ADEA after the Effective Date of this Agreem TO SUE COMPANY FOR CAUSES ARISING OUT OF HIS/HER EMPLOYMENT RELATIONSHIP. 7. Waiver of ADEA Claims. Employee hereby knowingly and voluntarily waives and releases any rights or claims he may have undef or relating to in any way, whether directly or indirectly, Employee's employment with, resignation from, or termination by Company. NOTE THAT BY AGREEING TO THIS PROVISION, EMPLOYEE WILL NOT BE ABLEes, subsidiaries, permitted assigns, and all other associated persons or entities from all claims, causes of action, suits, damages, or other complaints now and at any time in the future arising out onsion of Employee's health insurance benefits. 6. Release. Employee hereby releases Company, its officers, employees, directors, independent contractors, agents, representatives, consultants, affiliat Company's current health insurance policy. Employee will receive from Company further information regarding COBRA rights. Employee will be responsible for all premiums to be paid under any COBRA exteecution of this Agreement. 5. Health Insurance. Employee will be eligible to continue receiving health insurance benefits pursuant to federal COBRA law, or, if applicable, state insurance laws, and byy to Employee the sum of Dollars ($ ), subject to standard payroll deductions and tax withholdings (the "Severance Bonus"). The Severance Bonus will be paid to Employee in full within 7 days of the exs otherwise noted on Schedule B. Severance Agreement 1 4. Severance Bonus. In consideration of Employee's service to Company, and of the promises made by Employee in this Agreement, Company will panot returned to Company, any Company property, that property is listed below in Schedule B. Property listed on Schedule B will be returned to Company within 7 days of the date of this Agreement, unless, paper files, customer information, product or service data, and confidential Company information, data, correspondence, or work-product. To the extent that Employee still has possession of, or has d all of Company's tangible or intangible property that has been in his possession. This includes, but is not limited to, any cell phone, pager, computer or computer accessory, software, computer fileate Employee for all accrued vacation time and unused sick days, pursuant to Company's policy. 3. Existing Employee Obligations. Employee represents and warrants that he has returned to Company any anr which he is entitled to, but has not yet received, reimbursement. The list of such unreimbursed expenses is attached below as Schedule A. c. Accrued vacation time and sick time. Company will compensthe pay period completed prior to the Termination Date. b. Expenses. Company will reimburse Employee for any unreimbursed business expenses. Employee has notified Company in writing of all expenses fory up until the Termination Date. If the Termination Date falls before the end of Employee's scheduled pay period, then Employee shall be paid a pro rata amount compensating him for the percentage of bligations. These obligations are owed to Employee, and are in no way contingent upon Employee's execution (or lack thereof) of this Agreement. a. Salary. Company will pay to Employee his regular salaas of , 20 (the "Termination Date"), the employment relationship between Employee and Company will be terminated. 2. Existing Company Obligations. Company is responsible for fulfilling the following oHEREFORE, for and in consideration of the mutual covenants herein contained and other good and valuable consideration, the Parties hereby agree as follows: 1. Termination Date. The Parties agree that ollectively, the "Company") and "Parties"). WHEREAS, Company and Employee have determined that is in their mutual best interests that Employee's employment relationship with Company be severed; NOW, TEmployee) This Severance Agreement (the "Agreement") is made as of the day of , 20 , by and between ,a (State of Incorporation) (Entity type; i.e., corporation, LLC, etc) , (the (the "Employee," and c. These types of provisions are generally highly fact specific, and require specific drafting to the circumstances of your situation. Information for Severance Agreement 2 SEVERANCE AGREEMENT for (h an issue. In some cases, the company will forgive all or a portion of the debt. In other cases, the severance agreement will spell out repayment terms for the payment of the debt owed to the companyn he leaves. Loans (Optional, Not Included Below) If the employee has any loans that he/she owes to the company at the time of termination, a severance agreement can be a useful way of addressing suc of an employee is a non-solicitation covenant. This kind of provision prohibits a terminated or resigning employee from taking any of the employers customers, clients, or other employees with him wheprovision. In exchange for the mutual promises and benefits, the parties guarantee each other that they will not defame or disparage the other in the future. Non-Solicitation Another promise expectede employees using the agreement is 40 or older, and thus protected under the ADEA. Mutual Non-Disparagement Generally, both the employer and the employer will agree to some form of non-disparagement re advised to have a competent attorney review any severance agreement prior before you sign it or offer it to an employee for the employee's signature in any case, but especially if one or more of thection must state the ages of all employees who are in the same position or organizational unit within the company, but who were not terminated, or who were not eligible for any exit incentives. You ait incentive, or the criteria used to dismiss the class of employees. Second, it must state the job titles and ages of all employees that were subject to exit incentives or termination. Lastly, this ses are being are resigning pursuant to an exit incentive program, or where multiple employees are being terminated as a class. First, the section must state the eligibility requirements for such an exviewing court ruling the waiver unenforceable. Exit Incentives and Group Terminations In the context of a waiver of claims under the ADEA, additional language may be required where one or more employery specific language that must be included in the release. The Equal Employment Opportunity Commission has issued guidelines for this language, and any substantial deviation from it may result in a re against individuals 40 years of age or older in the employment context. In order for an employee to validly release any claim that he or she might have in the future against the employer, there is vettorney in your state review this agreement prior to signing it. Information for Severance Agreement 1 Waiver of ADEA Claims The Age Discrimination in Employment Act (ADEA) prohibits discrimination important to note that the laws of your state may require additional language in order to ensure that the employee's release is knowing and valid. You are advised to have a competent employment law aase of claims. This release will prevent the employee from filing any sort of lawsuit, employment-related or otherwise, against the employer, for causes arising out of the employee's employment. It istil the employee finds a new job and is enrolled in a new health insurance plan. Release One of the primary promises that an employee is expected to make in exchange for a severance payment is a relender federal COBRA laws. This extension can be anywhere up to 36 months. In some cases, an employer will pay for the employee's COBRA-extended health insurance premiums for a set period of time, or unrance agreement, and for his acceptance of the promises and covenants contained in that agreement. Health Insurance In most cases, employees are entitled to continue their health insurance coverage uerance payments are payments or conferral of privileges or bonuses for which the employee is not otherwise entitled. They are given to the employee in exchange for the employee's execution of the sevext of severance. The employer will want to be assured that the employee has wound up all affairs relating to his/her employment, and has returned all of the employer's property. Severance Bonuses Sevment for accrued vacation or sick days, and reimbursement for unreimbursed business expenses. Existing Employee Obligations The employee generally will also have pre-existing obligations in the conte of a severance agreement and thus, does not constitute consideration for any promises the employee would make to the employer in such an agreement. More examples of these kinds of obligations are payss of severance terms. For example, the employee is generally entitled to be paid his salary or wages up until the date of termination. Such obligations are not dependent upon the employee's executionist you in drafting a suitable agreement. Existing Company Obligations In the context of an employee's severance, the employer generally has certain obligations that are owed to the employee regardleore common issues that can arise in the context of an employee termination/resignation. If your situation requires treatment of more complex issues, you should consult a competent attorney who can assa Severance Agreement can address. Below is a general overview of the significance and meaning of the clauses included in this kit's sample Severance Agreement form. This form addresses a few of the m) arising in any way out of the use of these materials. An attorney should be consulted for all serious legal matters. 1 Instructions for Severance Agreement There are a wide variety of issues that s or services; loss of use, data, or profits; or business interruption) however caused and on any theory of liability, whether in contract, strict liability, or tort (including negligence or otherwises or publishers of the forms, be responsible or liable for any direct, indirect, incidental, special, exemplary, or consequential damages (including, but not limited to, procurement of substitute goodfor any of the materials for your particular needs. The materials are used at your own risk. In no event will: i) FindLegalForms, Inc, its agents, partners, or affiliates, or ii) the providers, author the "Disclaimers and Terms of Use" found at findlegalforms.com. These materials are provided "AS-IS." We do not give any express or implied warranties of merchantability, suitability or completeness r signature. Disclaimer: No Attorney-Client relationship is created by use of these materials. FindLegalForms, Inc. does not provide legal advice. The purchase and use of these materials is subject tog a basic severance agreement document, but that you are advised to consult a competent employment law attorney before either signing any such agreement or before offering it to an employee for his/hetand each provision of the agreement so that you can make revisions as necessary to meet your specific circumstances. Please note that this form is intended to assist you in understanding and preparinponsibility to return all property in his possession that belong to the employer. This kit includes a sample form of a severance agreement, along with general instructions that will help you to undersself, or for the promises and covenants contained in the agreement. Such obligations include the employer's responsibility to pay employee's wages up until the termination date, and the employee's resemployer and the employee. These provisions are intended to clarify obligations that exist independent of the severance package, and thus do not constitute consideration for the severance agreement ithe employer after termination. Other promises include nonsolicitation and non-disparagement provisions. Additionally, severance agreements will generally set forth the pre-existing obligations of the exchange for which the employee makes certain promises to the employer. The most important of these promises is generally a release of claims, preventing the employee from bringing a lawsuit against tdetailing the terms under which the employee's relationship with the employer will be terminated. The employer usually pays the employee a certain amount of money in the form of a severance bonus, in Severance Agreement ­ Kit Information This kit provides tools and guidelines for drafting an employee's severance agreement. A severance agreement is an agreement between an employer and an employee, North Carolina