Sales employee handbook

Because our employee handbook builder uses expertly crafted language provided by our legal partners at Jackson Lewis, importing outside language is not possible. This ensures that all the federal and state provisions and language requirements are included and legally compliant. After each provision you will review the provided language and have the ability to amend or replace that language with your own.

Can we send a printed version to some employees and provide others with online access? Your employee handbook is hosted online for you and your employees to access privately and securely. You also have the option to print copies. Professional printing services are available at an additional cost.

Are you able to update the employee handbook once you have created it? Yes, you can edit the handbook at any time during the life of your subscription. We have a smaller company, do you cover whether we need to include FMLA or not? This interview process will indicate what policies your business is subject to.

Does your employee handbook cover city policies? Where applicable the handbook covers city specific policies. My company operates in one state, but we have two to three employees that work in another state. Do I need to purchase an extra handbook? However, if you have employees operating in multiple states it is recommended that you maintain employee handbooks in each applicable state.

You may be trying to access this site from a secured browser on the server. Please enable scripts and reload this page. Employee Handbooks. Page Content. The download is a simple Word document that you can modify as necessary. For a customized handbook, the SHRM Employee Handbook Builder takes the work out of creating and maintaining an employee reference manual, and it offers both digital and printer-friendly access to the output.

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Though [Company Name] usually takes a progressive approach to discipline, some actions are grounds for immediate employment termination. Exempt employees shall give at least [four 4 weeks] written notice. Employees who terminate employment with [Company Name] shall return company property. Some benefits may be continued at employee expense See Section 4, Benefits. The employee will be informed of benefits that may be continued and how to do so.

Employees must be cautious and obey safety rules. Unsafe conditions should be reported to a supervisor immediately. Disciplinary action, including termination of employment, may result from violating safety standards, creating dangerous situations, or failing to report or remedy such situations. A supervisor should be notified immediately in case of accident-related injuries, no matter how insignificant. See Section 3. Strictly for the protection of employee health, employees should inform supervisors or human resources representatives of health-related issues.

Employees should notify their supervisor and Human Resources Representative if a health issue requires a leave of absence.

These are granted on a case-by-case basis. If it is necessary for the employee to be seen by the doctor or go to the hospital, a family member will be called to transport the employee to the appropriate facility.

The employee will be responsible for transportation charges when an emergency requires Emergency Medical Services to evaluate the employee on-site. Employees given the responsibility to close the business at the end of the day assume responsibility for locking doors, arming alarm systems, and performing any additional building care, such as turning off lights or setting thermostats.

Employees whose regular duties do not include purchasing shall not make purchases behalf of [Company Name] without written approval. In order to make purchases in the name of the company, you must be authorized by [a manager or supervisor].

Larger amounts will be processed as an invoice. To protect the safety and security of employees, visitors, and facilities, only authorized visitors are allowed in the workplace. Restricting unauthorized visitors helps ensure security, guards confidential information, decreases insurance liability, protects employee welfare, and limits distractions.

Employees must park their cars in parking lots or other areas indicated and provided by the Company. New employees must complete the Employment Eligibility Verification Form I-9 and present documentation verifying employment eligibility and identity. Rehired employees who have not completed an I-9 with [Company Name] in the past three years or whose previous I-9 is no longer retained or valid must complete another.

The following is for employees using a time clock. Non-exempt employees are responsible for recording their time worked correctly. Time worked is time actually spent performing assigned duties. The time clock is a legal instrument. Time records are reviewed weekly. Overtime compensation is paid to non-exempt employees in accordance with federal and state wage and hour restrictions.

Overtime is payable for all hours worked over [40] per week at a rate of one and one-half times the nonexempt employee's regular hourly rate. Time off on personal time, holidays, or any leave of absence will not be considered hours worked when calculating overtime.

In addition, vacation time does not constitute hours worked. All overtime work performed by an hourly employee must receive authorization. Overtime worked without authorization from the [supervisor] may result in disciplinary action.

All employees are paid [weekly, monthly, etc. In the event that a regularly scheduled payday falls on a weekend or holiday, employees will receive pay [on the next day of operation]. To use this service, complete a direct deposit authorization form, which is available from [a supervisor, the payroll department].

Standards of ethics and conduct for [Company Name] are important, and the Company takes them seriously. Deviating from company rules and standards can lead to disciplinary action, including termination of employment see Section 3.

However, the existence of these programs does not signify that an employee will necessarily be employed for the required time necessary to qualify for the benefits included in and administered through these programs. The IRA plan helps contributors save by reducing gross taxable income. Please see the [appropriate person] for the current percentage. Eligibility occurs after [12 months] of continuous employment for [regular full-time] and [regular part-time] employees.

Paid vacation hours are based on the following: - Vacation time accrues at the rate of [X] hours per hour worked during the first [X] years of employment. One week paid vacation may be carried over from one calendar year to the next. For vacations longer than 1 week, requests should be received in writing at least [60] days before the proposed vacation period.

Employees will be granted unpaid time off for jury or military leave. Regular employees will be kept on active payroll until civic duties are finished. A copy of the jury duty summons and associated paperwork are required. Under normal working conditions, employees who have a job-related problem, question or complaint should go to their immediate supervisor first to get the fastest and best solution.

If the employee and supervisor do not solve the problem, [Company Name] encourages employees to contact the [Human Resources Representative. Employees are responsible for reading important announcements and information posted on the bulletin boards in [locations]. If this is done anonymously, care will be taken to protect employee privacy. Staff meetings will be held [insert schedule]. These meetings allow employees to be informed about company activities and important news.

It's also a chance to recognize employee performance. The easiest way is to start with a template that covers all the important topics a handbook should cover, and fill in the relevant information for your company.

There is no federal law mandating employee handbooks. But depending on company type, size, and state, there may be information it is required to give employees. A handbook can provide legally any necessary information, along with essential and helpful information for employees. When writing an employee handbook, keep it current and not too wordy.

Demonstrate the culture and heart of your company and avoid jargon. It is also helpful to have a mobile version of your handbook. Unless clearly indicated otherwise, employee handbooks are considered to be an extension of the employee contract, and as such as legally binding in court.

Employee handbooks will be different according to what's relevant to different companies, but basically, they should explain some basic information about the company and the policies and codes employees should follow. You can include sections on your company's history, employment policies, codes of ethics and conduct, methods of communication for employees, and outlines of employees' pay, benefits, and promotions.

You are not legally required to have an employee handbook, but you are legally required to inform employees of their rights. Some companies have mandated signs throughout the workplace while others provide written notices during the onboarding process. An employee handbook outlines the company's policies, regulations, and legal obligations as well as the employees' rights. It is usually the first place to look for legal clarification on the company's policies and procedures and details everything employees need to know about the workplace.