This sample employee handbook is provided below with the understanding that the publisher is not providing legal advice, the law changes regularly and varies from state to state, and you should consult an attorney in your state before using any policy or handbook.  We do have additional sample policies in the HR Care® website for you and your attorney to consider.  This sample employee handbook is subject to the terms and conditions of HR Care®, http://www.hrcare.com/terms.aspx.

Sample Employee Handbook

Disclaimer 

This employee handbook was written for our employees as a matter of information only, and all employees should understand that nothing contained in this handbook is intended, nor should it be construed by the employee to constitute a contract. Either the company or the employee may terminate the employment relationship, with or without cause, and with or without notice, at any time. Any agreement contrary to this policy must be in writing and signed by both the President of the company and the employee. New situations develop constantly and it is understood that the company reserves the right to change, suspend or cancel all or any part of this handbook, and any policy, procedure or benefit of the company at any time, with or without notice.

EEO Statement for Employee Handbook 

The Company is committed to equal employment opportunity and employs all qualified persons without regard to race, color, religion, national origin, sex, age, handicap, or any other classification protected by the federal, state or local laws. If you feel you have not been treated in accordance with this policy, you should contact the Human Resources Director. The Company assures all employees that no individual filing a complaint will be discriminated against as a result of their complaint.

Discriminatory Harassment Policy (including Sexual Harassment Policy)

It is the responsibility of Company to ensure an employee's right to a work environment free of all forms of discriminatory harassment. Harassment of employees on the basis of their sex, race, color of skin, age, disability, national origin, religion, or creed is a violation of both state and federal civil rights laws.

Therefore, the Company hereby affirms its interest to maintain a work environment free of discriminatory harassment.

Sexual harrassment

Sexual harassment is a violation of Section 703 of Title VII of the Civil Rights Act of 1964, as amended. It is defined as: "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature."

Sexual harassment is illegal when submission to, or rejection of, such conduct is used as a term or condition of employment, or is used as a basis for employment decisions. Conduct which has the purpose or effect of substantially interfering with an employee's work performance in creating an intimidating, hostile, or offensive work environment is also illegal.

Examples of sexual harassment include:

1. Requesting or offering sexual favors in return for job benefits;

2. Repeated acts of cornering, patting, pinching, or brushing up against a person's body that is sexual in nature;

3. Open speculation or repeated inquiries about a persons' sex life.

4. Jokes, remarks, or innuendoes that are sexual in nature about a person or women and men in general; or

5. Displaying of sexually explicit material in the workplace.

Examples of discriminatory harrassment include:

The following are examples of discriminatory harassment when the conduct regards certain classes of employees on the basis of their race, color, age, sex, disability, national origin, religion or creed:

1. Abusing the dignity of an employee through insulting or degrading remarks or conduct;

2. Threats, demands or suggestions that an employee's work status is contingent upon the employee's toleration of such behavior;

3. Subjecting an employee to demeaning and/or degrading activities in order to gain co-worker acceptance, e.g., hazing; or

4. Disciplining or terminating an employee because of worker incompatibility which is caused by prohibited discrimination, e.g., prejudiced or biased behavior.

If you feel you have been harassed, it should be reported to your immediate supervisor, the human resources director or other designated management person. The individuals you should report to are:_____________________________ and their telephone numbers are:____________________________________________.

The Company assures all employees that complaints will be handled as confidentially as possible, and that no employee will be retaliated against for filing a complaint.

It is management's responsibility to make a reasonable effort to prevent all forms of discriminatory harassment from occurring and to take immediate and appropriate corrective action when harassment is brought to their attention.

The Company affirms the right, in accord with this policy to discipline any administrator, supervisor, or employee who engages in harassment, and to discipline any administrator or supervisor who fails to act on employee complaints or on personal observations of harassment.

Drug and Alcohol Policy - Drug-Free Workplace

Employer wishes to maintain a work environment that is free of all illegal drugs and alcohol. To this end, Employer prohibits the possession, transfer, sale, or use of such materials on its premises or on the job. In addition, all persons are prohibited from being under the influence of illegal drugs or alcohol while on the employer's premises or on the job. Employer may use any method allowed by law, including drug and alcohol testing to maintain this environment. Any violation of this policy is cause for termination. Employer requires the cooperation of all employees in administering this policy. Any employee who is convicted or who pleads no contest to controlled substance-related violations in the workplace must inform management within five days of the conviction or plea.

Desks, lockers, and other storage devices may be provided for the convenience of employees but remain the sole property of Employer. Accordingly, they, as well as any articles found within them, can be inspected by any agent or representative of Employer at any time, either with or without prior notice.
 

Policy Pursuant to the Drug Free Workplace Act of 1988 (for certain federal contractors and grantees)

(Name of Company) wishes to create a drug-free workplace in keeping with its obligations under the Drug-Free WorkPlace Act of 1988. The use of controlled substances is prohibited and inconsistent with the behavior expected of our employees. Drug use subjects our employees, customers, and contractors to unacceptable safety and health risks, and undermines our ability to operate productively and efficiently. The unlawful manufacture, distribution, dispensation, possession, sale or use of a controlled substance in the workplace or while engaged in company business off our premises is strictly prohibited. Such conduct is also prohibited during non-working time to the extent that in the opinion of management it impairs an employee's ability to perform on the job or threatens the reputation or integrity of our company.

Each of our employees, as a condition of employment, must abide by this policy. Any employee who is convicted or who pleads nolo contendere (no contest) to controlled substance-related violations in the workplace must inform management within five days of the conviction or plea. Any employee who violates any aspect of this policy may be subject to disciplinary action, up to and including termination. The company may permit any employee to complete successfully a drug abuse assistance or rehabilitation program as a condition of continued employment.

(Name of Company) will educate employees on the dangers of drug abuse. Our program includes training sessions for employees. It includes the availability of an employee assistance plan and of counseling on how to deal with substance abuse problems. The program also includes (the availability of medical insurance coverage for drug or alcohol treatment) (a pamphlet and video outlining the dangers of drug and alcohol abuse) (list other available information if desired)

FMLA Policy

FMLA entitles eligible employees to take up to 12 weeks of unpaid, job protected leave in a 12 month period for specified family and medical reasons. For the purpose of FMLA Employer will use a rolling 12 month period measured backward from the date of your most current request for FMLA leave. For example, if you took 2 weeks of FMLA leave and eight months later you request an additional 12 weeks - a total of 10 weeks would be granted because you already used 2 weeks during the last 12 months.

Employee Eligibility

To be eligible for FMLA benefits, an employee must:

• work for a covered employer
• have worked for the employer at least 12 months:
• have worked at least 1,250 hours over the previous 12 months; and
• work 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.

Leave Entitlement

A covered employer must grant an eligible employee up to a total of 12 work weeks of unpaid leave during any 12 month period for any of the following reasons:

• for the birth and care of the newborn child of the employee;
• for the 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.
• to take medical leave when the employee is unable to work because of a serious health condition.

Spouses employed by the same employer are jointly entitled to a combined total of 12 work weeks of family leave for the birth and care of the newborn child, for placement of a child for adoption or foster care, and to care for a parent who has a serious health condition.

Leave for birth and care, or placement for adoption or foster care must conclude within 12 months of the birth or placement.

Under some circumstances, employees may take FMLA leave intermittently - which means taking leave in blocks of time, or by reducing their normal weekly or daily work schedule.

• If FMLA leave is for birth or placement for adoption or foster care, use of intermittent leave is subject to the employers approval.
• FMLA leave may be taken intermittently whenever medically necessary to care for a seriously ill family member, or because the employee is seriously ill and unable to work.

Employees are required by Employer to take all earned sick leave, vacation leave and any other earned paid days off during the FMLA leave period. Said paid leave must be taken by him/her at the beginning of and during the FMLA leave period, and prior to taking any unpaid leave.

“Serious health condition” means an illness, injury, impairment, or physical or mental condition that involves either:

• any period of incapacity or treatment connected with inpatient care (i.e. an overnight stay) in a hospital, hospice, or residential medical-care facility, and any period of incapacity or subsequent treatment in connection with such inpatient care;
• continuing treatment by a health care provider which includes any period of incapacity (i.e. inability to work, attend school or perform other regular activities) due to:

1. A health condition (including treatment therefore, or recovery therefrom) lasting more than three consecutive days and any subsequent treatment or period of incapacity relating to the same condition that also includes:

-       treatment two or more times by or under the supervision of a health care provider, or

-       treatment by a health care provider one time with a continuing regime of treatment;

1. Pregnancy or prenatal care. A visit to the health care provider is not necessary for each absence;
2. A chronic serious health condition which continues over an extended period of time, requires periodic visits to a health care provider, and may involve occasional episodes of incapacity (e.g. asthma, diabetes). A visit to the health care provider is not necessary for each absence.
3. A permanent or long-term condition for which treatment may not be effective (e.g. Alzheimer’s, a severe stroke, terminal cancer). Only supervision by a health care provider is required, rather than active treatment; or
4. Any absences to receive multiple treatments for restorative surgery or for condition which would likely result in a period of incapacity of more than three days if not treated (e.g. Chemotherapy or radiation treatments for cancer).

“Health care provider” means:

• doctors of medicine or osteopathy authorized to practice medicine or surgery by the state in which the doctors practice; or
• podiatrist, dentists, clinical psychologists, optometrists and chiropractors (limited to manual manipulation of the spine to correct a subluxation as demonstrated by x-ray to exist) authorized to practice, and performing within the scope of their practice, under state law; or
• nurse practitioners, nurse-midwives and clinical social workers authorized to practice, and performing within the scope of their practice, as defined under state law; or
• Christian Science practitioners listed with the First Church of Christ, Scientist in Boston, Massachusetts.

Maintenance of Health Benefits

A covered employer is required to maintain group health insurance coverage for an employee on FMLA leave whenever such insurance was provided before the leave was taken and on the same terms as if the employee had continued to work. If applicable, arrangements will need to be made for employees to pay their share of health insurance premiums while on leave.

(In some instances, as allowed by law, Employer may recover premiums paid to maintain health coverage for an employee who fails to return to work from FMLA leave.)

Job Restoration

Upon return from FMLA leave, an employee must be restored to the employee’s original job; or to an equivalent job with equivalent pay, benefits, and other terms and conditions of employment.

In addition, an employee’s use of FMLA leave cannot result in the loss of any employment benefit that the employee earned or was entitled to before using FMLA leave, nor be counted against the employee under a “no fault” attendance policy.

Key Employees

Under specified and limited circumstances where restoration to employment will cause substantial and grievous economic injury to its operations, an employer may refuse to reinstate certain highly-paid “key” employees after using FMLA leave during which health care was maintained. In order to do so, the employer must:

• notify the employee of his/her status as a “key” employee in response to the employee’s notice of intent to take FMLA leave;
• notify the employee as soon as the employer decides it will deny job restoration, and explain the reasons for this decision;
• offer the employee a reasonable opportunity to return to work from FMLA leave after giving this notice; and
• make a final determination as to whether reinstatement will be denied at the end of the leave period if the employee then requests restoration.

A “key” employee is a salaried “eligible” employee who is among the highest paid ten percent of employees within 75 miles of the work site.

Notice and Certification

Employees seeking to use FMLA leave are required to provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable and such notice is practicable.

Employer may also require employees to provide:

• medical certification supporting the need for leave due to a serious health condition affecting the employee or an immediate family member;
• second or third medical opinions (at the employer’s expense) and periodic recertification; and
• periodic reports during FMLA leave regarding the employee’s status and intent to return to work.

When leave is needed to care for an immediate family member or the employee’s own illness, and is for planned medical treatment, the employee must try to schedule treatment so as not to unduly disrupt the employer’s operation.

Bulletin Boards

Bulletin boards are located throughout the facility in order to keep you updated with Employer happenings. Please read them on a regular basis so that you will be informed of weekly assignments, seniority list, job bids, Employer policies and general information. Use of Employer bulletin boards must be authorized by the Employer.

Call-in Policy

When an employee is not able to work their scheduled time, it is the employee's responsibility to contact their department supervisor and inform them of their absence. The employee should call as soon as possible so that their job can be rescheduled as needed.

Confidential Information

As an employee of Employer you will have access to or be provided with information which is sensitive. All Employer information must remain confidential; price lists, route listings, customer information, sales figures, and any accounting specifics are some examples of confidential information. 

E-mail and Company Property Inspection Policy

The Company reserves the right to require employees while on Company property to agree to inspection of their persons, personal possessions and property, personal vehicles parked on Company property, and work areas. This includes lockers desks, file cabinets, workstations, personal mail sent to the Company, and e-mail. Such searches may be conducted at any time without advance notice.

Employees are prohibited from using personal locks on Company property unless specifically authorized by management to do so. The Company shall retain a copy of the key or the combination of all locks.

E-mail should not be used for personal, non-business related communications. Employees should be aware that all e-mail will be subject to review by the Company. The Company has retained a copy of all computer passwords. Employees are prohibited from using personal computer passwords unknown to the Company.

Employee Conduct and Work Rule

To ensure orderly operations and provide the best possible work environment, Employer expects employees to follow rules of conduct that will protect the interests and safety of all employees and the organization. It is the strict policy of the Employer to comply with all applicable laws and regulations. Without limitation, the Employer demands full compliance and will not tolerate violations of federal, state or local laws. Employees are to conduct themselves in a professional manner at all times.

Employees are expected to accept certain responsibilities, adhere to acceptable business principles in matters of personal conduct, and exhibit a high degree of personal integrity at all times. This not only involves sincere respect for the rights and feelings of others, but also demands that both in your business and in your personal life you refrain from any behavior that might be harmful to you, your co-workers, and/or Employer, or that might be viewed unfavorably by current or potential customers or by the public at large.

It is essential at all times to avoid a conflict of interest or the appearance of a conflict of interest, with any outside party. A conflict of interest occurs when your involvement with any outside interest has the potential to affect the decisions you make about the Employer's business.

Firearms Policy

Firearms and other lethal weapons are not allowed anywhere on Employer's premises, unless for Employer pre-approved security purposes. The only exception to this guideline is: A weapon to be used for legal wildlife hunting during the specific hunting season only. This exception does not include handguns. Handguns are not allowed on Employer property. The hunting weapon must be locked in a vehicle and further encased or enclosed in some way. The hunting weapon must not be loaded in any manner. The hunting weapon must never be seen by anyone or displayed in any manner while on Employer premises.

FLSA Safe Harbor Policy

It is your Employer's policy to accurately compensate employees and to do so in compliance with all applicable state and federal laws, including but not limited to the Fair Labor Standards Act (FLSA) and the Department of Labor Rules relating to the FLSA.

Review Pay Stub and Report Mistakes.  We make every effort to ensure our employees are paid correctly.  Inadvertent mistakes can happen, and when mistakes are called to our attention, we will promptly make any corrections necessary.  Please review your pay stub when you receive it to make sure it is correct, and report any mistakes to the appropriate person as described below. 

Non-exempt Employees.  If you are classified as a non-exempt employee, you must maintain a record of the total hours you work each day. These hours must be accurately recorded on a time card that will be provided to you.  Each employee must sign the time card to verify that the reported hours worked are complete and accurate.  After you receive your pay check, please verify immediately that you were paid correctly for all regular and overtime hours worked each work week.

No Unauthorized Work. You should not work any hours that are not authorized.  Employees are prohibited from performing any "off-the-clock" work. "Off-the-clock" work means work you may perform but fail to report on your time card.  Any employee who fails to report or inaccurately reports any hours worked will be subject to disciplinary action, up to and including discharge.

Falsification of Time Card. It is a violation of the Company's policy for any employee to falsify a time card, or to alter another employee's time card. It is also a violation of Company policy for any employee or manager to instruct another employee to falsely report hours worked or alter another employee's time card to falsely report hours worked.  If you are aware of either of the above policy violations, you should report it immediately to the Human Resources Department or as described below.

Exempt Employees.  If you are classified as an exempt salaried employee, you will receive a salary which is intended to compensate you for all hours you may work for the Company.  This salary will be established at the time of hire or when you become classified as an exempt employee.  While it may be subject to review and modification from time to time, such as during salary review times, the salary will be a predetermined amount that will not be subject to deductions for variations in the quantity or quality of the work you perform.

Possible Deductions from Salary. Under federal and state law, your salary is subject to certain deductions.  For example, absent contrary state law requirements or applicable contract requirements, your salary can be reduced for the following reasons:

Deductions from pay are permissible when an exempt employee: is absent from work for one or more full days for personal reasons other than sickness or disability; for absences of one or more full days due to sickness or disability if the deduction is made in accordance with a bona fide plan, policy or practice of providing compensation for salary lost due to illness; to offset amounts employees receive as jury or witness fees, or for military pay; for penalties imposed in good faith for infractions of safety rules of major significance; or for unpaid disciplinary suspensions of one or more full days imposed in good faith for workplace conduct rule infractions. Also, an employer is not required to pay the full salary in the initial or terminal week of employment, or for weeks in which an exempt employee takes unpaid leave under the Family and Medical Leave Act.

Reporting Concerns.  If you have questions, or if you know of any violations of this policy, or if you believe you have been subject to any improper deductions or your pay does not accurately reflect your hours worked, you should immediately report the matter to the Human Resources Department.  If you are unsure of whom to contact or if you have not received a satisfactory response within five business days after reporting the incident, please immediately contact the Company President or use the Company hotline at 1-800-xxx-xxxx.

Investigation/Discipline/No Retaliation.  Every report will be fully investigated and corrective action will be taken where appropriate, up to and including discharge for any employee who violates this policy.  In addition, the Company will not allow any form of retaliation against individuals who report alleged violations of this policy or who cooperate in the Company’s investigation of such reports.  Retaliation is unacceptable, and any form of retaliation in violation of this policy will result in disciplinary action, up to and including discharge.

Paid Holidays

Regular full-time and regular part-time employees recognize the following paid holidays:

1. New Year’s Day
2. Memorial Day
3. Independence Day
4. Labor Day
5. Thanksgiving Day
6. The Friday following Thanksgiving
7. Christmas Day

• If not on approved leave, eligible employees must work the last scheduled working day before and the next scheduled working day following the holiday.
• Department directors must ensure adequate personnel are on-duty prior to granting individual employees paid leave before or after a holiday.
• If the holiday falls on a Saturday, the Friday before will be observed. If the holiday falls on a Sunday, the Monday after the holiday will be observed.
• If a holiday occurs during your paid leave of absence, the holiday will not count against the leave of absence.

HIPAA Privacy Policies Overview

HIPAA requires covered entities to have policies and procedures reflecting HIPAA's privacy mandates. The Health Plan, as a covered entity, has developed administrative policies and procedures reflecting the Health Insurance Portability and Accountability Act of 1996 (HIPAA) privacy regulations.

HIPAA Policies and Procedures.  HIPAA requires “covered entities” to have policies and procedures to ensure compliance with HIPAA's regulations. A health plan is a “covered entity” under HIPAA. Consequently, the Health Plan is responsible for the research, development, implementation, monitoring and maintenance of the Health Plan's HIPAA privacy policies and procedures.

Revisions to HIPAA Policies.  The Health Plan's HIPAA privacy policies and procedures may be revised at any time, in order to comply or enhance compliance with HIPAA.  Any revisions to the Health Plan's HIPAA's privacy policies and procedures will be distributed to individual's family members, representatives, employees, business associates, etc., within five (5) working days of the release of such revisions.

Inquiries.  Inquiries relative to HIPAA policies and procedures should be directed to the HIPAA Privacy Officer.

Specific Policies and Procedures.  The Health Plan's specific policies and procedures have been created in order to satisfy HIPAA's requirements. 

Record Retention.  A copy of all HIPAA covered information and any revisions shall be maintained for a period of at least six (6) years. Such retention may be in printed or electronic format, or both.

Privacy Officer.  The Privacy Officer is responsible for the development and implementation of the HIPAA policies and procedures. The Privacy Officer is also the contact person for any questions or complaints regarding HIPAA. If you have a question or concern about your HIPAA rights contact the Privacy Officer during regular business office hours Monday through Friday, except holidays, at (xxx) xxx-xxxx.

Violations.  Violations of this policy will be subject to discipline up to and including termination.

On-the-job Injury and Illness Policy

Employees injured on the job shall notify their supervisor immediately. If the severity of the injury/illness makes this impossible, the supervisor shall be notified immediately following initial treatment. The supervisor shall then complete a supervisor's accident/injury report form and return it to __________ within 48 hours of the occurrence.

If the severity of the injury/illness dictates transportation to an emergency room, the employee shall be transported to ____________, unless this is not possible. Any employee needing to see a doctor as a result of an on-the-job injury/illness must be directed to a doctor and the appointment must be made by __________, or a supervisor if these people are unavailable. Any employee who is injured on the job away from the Employer's property shall seek treatment at the nearest appropriate medical facility and report as soon as possible to his/her supervisor.

All patient status reports, work restrictions, physical therapy reports, etc., must be returned to the contact person immediately after an appointment and your supervisor is to be informed of any change in duty status or work restrictions. All recheck and physical therapy appointments must be kept until the employee is discharged from care.

Open Door Policy

If employees have concerns, they are strongly encouraged to voice these concerns openly and directly to their supervisors. Our experience has shown that when employees deal openly and directly with supervisors, the work environment can be excellent, communication can be clear, and attitudes can be positive. We believe that Employer amply demonstrates its commitment to employees by responding effectively to employee concerns.

Sick Leave Policy

Employer provides paid sick leave to regular full-time employees.

• After the first 30 days of employment, regular full-time employees will accrue sick leave on the first pay period of each month at the rate of 12 hours per month.
• Total accumulation cannot exceed 250 hours.
• You may take sick leave in 1/2-hour increments for medical or dental appointments during working hours.
• If you are going to be absent, you must notify your immediate supervisor prior to your regularly scheduled start time. Supervisors may require a doctor’s excuse, which must  state illness type or injury and the length of time under doctor’s care.
• If you are sick on a holiday or scheduled vacation, that time will not count towards sick leave time.
• Up to 40 hours per calendar year can be used to care for the health or medical needs of immediate family. In the event of a catastrophic illness or injury, where the immediate family member’s life is at risk, additional use of sick leave may be granted by the Office Manager.

Note:  Certain states may require that accrued paid leave be paid to employee upon termination of employment.  If you do not want to pay it upon termination, and the law of your state allows it, you should specify that it is not paid upon termination of employment.
 

Reporting Accidents and Vehicle or Equipment Damage

All employees shall report, in writing, any accidents or damage to vehicles or other equipment immediately upon occurrence, to their immediate supervisor. All employees shall keep the proper department of the Employer informed as to the condition of their truck or any equipment with which they work, and give Employer any information as to necessary repairs, alterations or maintenance.

Safety and Health Policies, Rules and Regulations

Employer has compiled a set of written safety and health programs according to federal, state, and local regulations. This set of programs is kept in the following locations: The Employer Safety Office at __________. The contents of these programs are communicated to employees through training, documentation of training, and supervisor instruction. Signs, labels, and posted written notices are located throughout the various facilities which identify specific hazards, hazardous areas, and the proper personal protective equipment required to deal with these hazards.

It is of critical importance that each employee follow these safety and health policies, rules, and regulations. Employee disregard for these policies, rules, and regulations may result in disciplinary action up to and including termination of employment.

Time Keeping Records

Hourly employees: The pay period is Sunday-Saturday each week. Employees keep track of their time with the use of a time clock. All overtime is to be approved by a supervisor. Anyone who is on the clock must not leave Employer property without approval from a supervisor. The individual should also punch out on the time clock when leaving. Punching the time clock for anyone other than yourself is not allowed.

Tobacco Policy

In keeping with Employer's intent to provide a safe and healthful work environment, the use of tobacco is only allowed outside the buildings or in the designated smoking area.

Use of Company Vehicles

Use of Company vehicles for personal trips is prohibited unless special circumstances occur while you may be performing Company business, and personal use is incidental to the overall usage. The employer's vehicles are provided for employer business and, therefore, in most cases will be one hundred percent business miles. If, however, the vehicles is used for any personal miles, the dairy will have to be reimbursed for personal use, or the value of personal use, or the value of personal use should be added to your taxable income.

Violence Policy

It is the policy of the company that hostility, threats, intimidation, assaults and/or violence will not be tolerated. In order to insure a safe, productive work environment at all company facilities it is necessary that this policy be strictly enforced. If you are aware of any type of hostility, threat, intimidation, assault or violence by an employee of the company, please contact a management person immediately. Because the company desires to stop violent behavior before it occurs, it is important to know some of the early warning signals. The following are some of the signs which may indicate a potential for violence:

1. Verbal threats of harm, e.g., predicting that bad things are going to happen to a co-employee or supervisor.

1. Intimidating others or instilling fear in co-employees or supervisors.

1. Threatening actions such as menacing gestures or flashing of concealed weapons.

1. Obsessive behavior in the form of holding a grudge against a coworker or supervisor or, in some cases, a fascination with an unrequited romantic interest.

The above signs are only a few possible indications of potential violence in the workplace. Please notify an appropriate management person if you are concerned that workplace violence may occur. The company needs each employee's assistance in reporting violations of this policy and in maintaining a safe and productive work environment.

Visitors Policy

To provide for the safety and security of employees and the facilities at Employer, only authorized visitors are allowed in the workplace. Restricting unauthorized visitors helps maintain safety standards, protects against theft, ensures security of equipment, protects confidential information, safeguards employee welfare, and avoids potential distractions and disturbances.

All visitors should enter Employer at the reception area. Authorized visitors will receive directions or be escorted to their destination. Employees are responsible for the conduct and safety of their visitors. If an unauthorized individual is observed on Employer's premises, employees should immediately notify their supervisor or, if necessary, direct the individual to the reception area.

Workers’ Compensation Policy

Employer has provided for the payment of benefits under the workers' compensation acts of the respective states in which they do business. Medical attention and benefits are provided in accordance with the provisions of the "Workers' Compensation Law".

The following persons should be contacted concerning workers' compensation issues: __________

Employee Acknowledgement of Receipt of Employee Handbook

This is to acknowledge that I, _________________ (insert employee name) have received a copy of the _________________ (insert company name) employee handbook. I understand that this handbook is presented as a matter of information only and that ____________ (insert company name) reserves the right to modify or eliminate any or all of the policies, procedures, or other statements or benefits contained in the handbook at any time, with or without notice.

I have reviewed the contents of the handbook and I have had an opportunity to ask any questions or raise any concerns with regard to the terms of the handbook as it might relate to my employment status. I understand the terms of the manual and I agree to adhere to its provisions, as they may be modified from time to time, as a requirement of my employment.

I understand that nothing contained in this handbook, as it is currently stated or may be modified from time to time, should be interpreted as creating any right of continued employment or any contract relationship with ______________ (insert employer name). I understand that I have the opportunity to terminate my employment at any time for any reason and that ______________ (insert company name) reserves a similar right to terminate my employment with or without cause. In so stating, I understand that I am employed "at-will" with the company and that no policy, practice, or procedure of ______________ (insert company name) should be construed as changing this relationship. Only the ______________ (insert officer title) has the right to modify or change my relationship with the company and such changes must be in writing.

I understand that this signed employee acknowledgment will be placed in my personnel file.

__________________________________

Employee Name

__________________________________

Date