An employee handbook helps new employees learn about the company rules, policies, culture, and values. It will also help protect the company from legal issues.

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Employee Handbook Template Download:

Download this free, complete employee handbook template, fill in the brackets with your information, and have a handbook created in no time. Instant download, no email required.

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This Handbook is intended to provide employees with a general understanding of some of the Company's personnel policies. It is not an employment contract or a legal document. The information in this Handbook should be helpful in familiarizing employees with the Company. Download Asurion Employee Handbook. By ocodschoolun1983 Follow Public. Asurion Employee Handbook Cracked Screen Repair; So, that may not be an old tale, or any tale.

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Are Companies Required to Have an Employee Handbook?

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.

Employee Handbook Sample:

Below we have created an employee handbook template that you can use in its entirety. You can also cut and paste the sections that are most relevant to your company and create a customized version. The sections in [bold] need to be removed and replaced with your own wording.

1. Introduction:

Welcome to [company name]! We’re glad to have you here. We’ve been in business since [year] and since that time have developed the philosophy that [company philosophy]. Our overriding goal is [your company’s main goal]. Our mission is [give mission statement].

If you’re reading this, we think you’re a good fit for helping us fulfill our mission and achieve our goals.

1.1 Changes in policy.

This handbook replaces previous employee handbooks, memos, and manuals. We reserve the right to interpret, cancel, change, suspend, or dispute, with or without notice, all or any part of these policies, procedures, and benefits at any point. Employees will be notified of changes.

Changes take effect on dates determined by the Company. After changes take effect previous policies are void. Individual managers and supervisors cannot change policies.

1.2 Employment applications.

We rely on the accuracy of employment application information and any other data candidates provide during the hiring process.

Falsifications, misrepresentations, or material omissions may result in the exclusion of the candidate from consideration for employment. If the candidate has been hired, termination of employment may be considered.

1.3 Employment relationship.

You enter into this employment voluntarily and are free to resign at any time for any reason or no reason. Likewise, [Company Name] is free to conclude its relationship with any employee at any time for any reason or no reason. Following a probationary period, the Employment Termination Policy in Section 3 is applicable.

2. Definitions of Employee Status:

An “employee” of [Company Name] is a person who regularly works for [Company Name] on a wage or salary basis. “Employees” may include exempt, non-exempt temporary, regular full-time, regular part-time employees, and other employees who are subject to the control and supervision of [Company Name] in the performance of their duties.

2.1 Types of employees.

Exempt.
Non-exempt.
Regular full-time.
Regular part-time.
Temporary.

3. Employment Policies:

3.1 New employee orientation.

Human resources provides an orientation for new employees. This includes an overview of the company history, an explanation of company vision, mission, values, goals, and objectives. Orientation also includes an explanation of tax and legal issues, benefits, and help completing necessary paperwork.

Employees are presented with codes, keys, procedures, and secret handshakes needed to access their workspace. Supervisors introduce new hires to staff, explain company evaluation procedures, review position scope, and job description, and help them start working.

Example Non-Discrimination Policy:

A non-discrimination policy makes it clear that a company or organization does not discriminate for employment or any other aspect of employment, such as raises or promotions. It may also describe penalties for employees who discriminate.

3.2 Non-disclosure and confidentiality agreement.

Protecting trade secrets and confidential business information is essential to the success of [Company Name].

Such confidential information includes (but is not limited to): pending projects and proposals, proprietary production processes, compensation data, personnel/payroll records, financial information, marketing strategies, and conversations with people associated with the company.

As a condition of employment, employees must sign a non-disclosure agreement. Employees improperly disclosing or using confidential business information or trade secrets are subject to disciplinary action, including termination and legal action, even if the disclosure does not benefit them.

3.3 Non-discrimination.

[Company Name] does not discriminate in employment opportunities or practices because of race, sex, national origin, color, religion, age or disability. We make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in undue hardship.

3.4 New employee probationary period.

The probationary period for regular employees is for [90 days] from hire date. This is a time for management to evaluate new employees, and for new employees to evaluate the company.

During the probationary period, the company and the employee can terminate employment without notice. Upon completion of the probationary period, a review will be given and benefits will begin as appropriate.

3.5 Work hours.

[Company Name] is open from [X a.m. To X p.m. Day of Week - Day of Week], except for Holidays (See Section 6.7, Holidays). The standard workweek is [40] hours (see Section 4.3, Overtime).

For calculating employee benefits, the workweek begins on [Sunday (starting at 12:01 a.m.) Through Saturday (ending at 12:00 a.m.)], unless a supervisor makes other arrangements with the employee.

3.6 Lunch periods.

Employees receive a [55-minute] break for lunch. Lunch breaks generally are taken between the hours of [11:30 a.m. And 2:30 p.m.]

3.7 Break periods.

[Company Name allows breaks during the following times: times here.] If employees have unexpected personal business to take care of, they must [notify their direct supervisor to discuss time away from work and make provisions as necessary.](Or:)[Company Name does not allow breaks except during the lunch period.]

3.8 Emergency closings.

Emergencies including fires, severe weather, or power failures can disrupt company operations. [Executive Staff] will make the decision to close. Employees will receive an official notification from their supervisors if the company is closed due to an emergency.

3.9 Employee personnel files.

Employee personnel files include: [job application, job description, résumé, records of training, salary history, records of disciplinary action and documents related to employee performance reviews, coaching, and mentoring.]

Personnel files are [Company Name] property. Access to information they contain is restricted. Management personnel of [Company Name] who have a legitimate reason to review the file are allowed to. To review their own file employees should contact their supervisor or Human Resources Representative.

With reasonable notice, employees may review their personnel file in Company’s office and in the presence of their supervisor or Human Resources Representative.