In response to federal requirements for drug-free workplaces, and in keeping with the company concern for the health and safety of its work force, a Drug-Free Workplace Policy should be instituted. The Drug-Free Workplace Acknowledgement Template is a formal notice of the company’s intent to take disciplinary action, up to and including termination of employment, against any employee who violates the Drug-Free Workplace Policy. EMH510-3 DRUG-FREE WORKPLACE POLICY EMPLOYEE ACKNOWLEDGEMENT states that the company’s Drug-Free Workplace Policy prohibits the use, sale, distribution, manufacture or possession of all controlled substances as listed in Schedules I through V of Section 202 of the Controlled Substance Act.
Company policy also prohibits the performance of work or presence at any company building, facility, equipment or work area/site while under the influence of a controlled substance. In addition to any disciplinary action, the company may, in its sole discretion, refer the employee to a treatment and counseling program for drug abuse. Employees referred to such a program by the company must immediately cease any drug use, may be subject to periodic unannounced testing for a period of twenty-four (24) month, and must comply with all other conditions of the treatment and counseling program.
Employee Social Media Policy & Acknowledgement Template
Employee use of social media (e.g., LinkedIn) is governed by the company’s social media policy, outlined in the Employee Social Media Policy & Acknowledgement Template. Offensive and or disruptive messages containing sexual, racial, or degrading commentary should not be tolerated and may be subject to disciplinary action. The use of company communications equipment for personal calls, faxes, emails, or other electronic communication is discouraged. Employees should endeavor to be good ambassadors for the company and should not take part in any social media activity that could be construed as illegal, unethical, or harmful to the company or others.
EMH510-4 SOCIAL MEDIA POLICY & ACKNOWLEDGEMENT covers disclosure, security, user guidelines, and more. It states that the company wants its employees to be able to use social media personally and professionally. In either case, employees must use social media responsibly. They must understand that their use of social media, both on and off site and whether using the company’s communication infrastructure or another means (e.g., public network, private network), carries with it serious responsibilities and potential ramifications.
Employee Social Media Policy & Acknowledgement Template Details
The Job-Related Accident Report Template is used for documentation purposes of Job-Related Accidents. Every time an employee incurs an accident on the job, EMH510-5 JOB-RELATED ACCIDENT REPORT has to be completed by the employee, signed by the employee and the employee’s immediate supervisor or the personnel manager. The report covers employee’s name, date of accident, location, description of accident, time missed from work, and more.
Employees must advise management of all accidents, injuries or illnesses that occur while at work. All accidents, injuries or illnesses that occur while at work must be reported immediately no matter how slight they may appear. The company should provide the proper forms for reporting job related accidents, injuries and illnesses. Failure to report these occurrences may be cause for disciplinary action. In the event of a vehicular accident involving a company owned vehicle or while on company business, employees should report all information immediately to management. In no instance should responsibility for an accident be expressed to anyone until the proper person in the company has been notified and permission has been obtained to make statements.
Legal Ethical Business Conduct Acknowledgement Template
The Legal Ethical Business Conduct Acknowledgement Template should be signed after the employee has read and understood the “Conflicts of Interest” section from the Employee Handbook. The questions on EMH510-2 STATEMENT OF LEGAL AND ETHICAL BUSINESS CONDUCT should be answered completely and honestly in accordance to their full knowledge.
A conflict of interest can arise in dealings with anyone with whom the company transacts business: Customers, clients, owners, buyers, suppliers, banks, insurance companies, and people in other organizations with whom we contact and make agreements. The following actions and conditions are specifically prohibited, but are not intended to enumerate all actions or situations, which might be avoided:
Working for any of the groups mentioned above for personal gain.
Borrowing from, or lending money to, individuals representing organizations with whom business dealings are conducted.
Engaging in part-time activity for profit or gain in any field in which the company is engaged.
Any situation involving a possible conflict of interest, which arises in relation to the above outlined policies, must be brought to the attention of the employee’s immediate supervisor or manager for possible action.
Legal Ethical Business Conduct Acknowledgement Template Details
By signing the Receipt Understanding Acknowledgement Template, the employee is agreeing that the statements contained in the Employee Handbook are intended to serve as general information concerning the company and its subsidiaries with respect to its existing policies, procedures, practices of employment and employee benefits. EMH510-1 ACKNOWLEDGEMENT OF RECEIPT AND UNDERSTANDING should be filled out with the date, location, signature of the employee, and signature of an authorized witness.
The employee should understand that nothing contained in the Employee Handbook is intended to create, nor should be construed as creating, an expressed or implied contract or guarantee of employment for a definite or indefinite term. Also, the company is an “at will” employer and as such employment may be terminated by either the company or employee without cause or notice. The employee may retain a copy of the booklet in their possession while the company employs them, or until requested to return it.
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Your Company Employee Handbook is utilized to present office policies to your employees. It is your company’s way of informing employees of company expectations, workplace guidelines, and the fair and equitable treatment of all employees. Your Employee Handbook covers all aspects related to workplace employment, benefits, and everyday employee code of conduct.
HR Employee Handbook — Your Employee Manual
Your HR Employee Handbook, which can also be referred to as an employee manual, is similar to a Policy & Procedure Manual except that the focus is different. Your Office Policy & Procedure Manual doesn’t commit anything to your employees; however, your Employee Handbook does to a degree imply a responsibility to your employees.
Your company is presenting business policy in the Employee Handbook as it directly applies to your employees. Note: Be Careful! A judge might see this as legal “terms of employment”. It is wise for your organization (i.e. management) to comply with the business policies set forth in your employee handbook just as you expect your employees to comply with it too.
Your HR Employee Handbook Contains Your Business Policies for:
Ethics, Code of Conduct, and Conflicts of Interest Policies
[Find a complete list of all 114 policy statements included here.]
Revisions to Your Employee Manual (Manual Del Empleado)
Once your employee manual is written, it will need to be reviewed frequently for changes. Every organization is dynamic and in some steady state of change, which will lead to changes in your business policies from time to time. Revisions should be completed and sent to all personnel who hold a copy of the Employee Manual. The revision should have an effective date and of course should be distributed in advance of the effective date.
When making a change to your employee manual, be cognizant that the language might have an indirect impact on other business policies. And finally, make sure that there is a clear record of revisions made and that all employees have current information in a timely manner using some type of employee acknowledgment.
HR Employee Handbook Acknowledgment
It is essential that all employees sign an acknowledgment form, which confirms that your workers have read, understand and been issued a copy of the employee handbook. The employee handbooks should be assigned a number when printed and this number should be recorded when issued to an employee so that you have traceability.
The employee must sign a statement that they have received the policy manual, understands that it is supposed to be read, agrees to ask an individual in authority if there are any questions about stated business policies, and acknowledges that deviations from the employee manual policies can result in disciplinary action, up to and including termination of employment with the company.
The original signed acknowledgment form should be retained in the employee’s personnel file with a copy of the signed form given to the employee. This record-keeping step prevents the employee from claiming, at a future date, that they were not aware of company policy.
Purpose of a HR Employee Handbook
Your Employee Handbook is not intended to represent a company Policy and Procedure Manual. A “Policy and Procedure Manual” is intended to set forth a definite course or method of action to guide employee’s present and future decisions in the daily course of their job. The purpose of your Employee Handbook is to communicate to employees the company expectations, workplace guidelines, and the fair and equitable treatment of all employees. So, the purpose of a policy and procedure manual is to provide companies, managers and supervisors with a systematic approach to implementation of policies, plans and operational routines, some of which are found in your Employee Handbook.
Quick Employee HR Policies Manual
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