Visit AirMason. Sign in. Log into your account. Forgot your password? Password recovery. Recover your password. Enter your search query Culture Books. Culture Books Examples Handbooks. Sterling Employee Handbook built with AirMason.
Netflix Employee Handbook built with AirMason. Hubspot Employee Handbook built with AirMason. Will employees need to sign a Nondisclosure Agreement? Nondisclosure Agreements help you protect your proprietary information. We've included a section for a nondisclosure in our template if you need one.
You can use this agreement to protect your business information such as marketing strategies, client information, unique processes, proprietary software or equipment, and more. Termination policies You'll want to define what action might cause an employee to lose their job. How many days can they miss before they lose their employment? What happens if they don't call in? Would theft be a firing offense? What about harassment or objectionable language? Are periodic drug tests required?
Your employees should know what may cause them to lose their job. Dress code and hygiene Do you have a dress code? Are company smocks, t-shirts or uniforms required? What are your hygiene expectations? Does the company pay for dry cleaning or launder uniforms?
Is there a cost to the employee for replacing required clothing? Some companies even choose to attach images of appropriate work attire as examples. Digital Assets, social media and mobile phone usage Will you be providing computers, laptops, tablets or mobile phones for your employees? Do you want to limit personal use on company-owned devices?
Do you want to limit personal mobile phone use to breaks and lunch periods? Do you want to restrict employees from using your company email service for personal use? You can also define how you want company related social media accounts to be used. Time off and holidays You'll need to define sick, personal and vacation time off policies. Will sick and personal time off PTO be accrued separately or will PTO be lumped together and be used for sick or personal time?
What holidays are paid days off? What about funeral time or jury duty? Employee Handbooks themselves are not subject to Federal or state laws, but the policies underlying the employment relationship are. Specific state laws will cover the individual elements of the employment relationship.
At the end, you receive it in Word and PDF formats. You can modify it and reuse it. Back to top. Home Documents. Human Resources and Employment Law. Employee Handbook. Formats Word and PDF. Size 28 to 41 pages. Rating 4. Here is an employee handbook acknowledgement form template you may implement into your organization. I have been given an opportunity to ask any questions I may have and have received satisfactory answers to all of my questions.
I understand that the company has the maximum discretion permitted by law to interpret, administer, change, modify, or delete the rules, regulations, procedures, and benefits contained in the handbook at any time, with or without notice. No statement or representation by a supervisor, manager, or any other employee, whether oral or written, can supplement or modify this handbook.
Changes can only be made if approved in writing by the HR Department of the company. I also understand that any delay or failure by the company to enforce any rule, regulation, or procedure contained in the handbook does not constitute a waiver on behalf of the company or affect the right of the company to enforce such rule, regulation, or procedure in the future.
I understand that this Employee Handbook in no way establishes or implies an employee contract. Similarly, [company name] may terminate me for any reason, or for no reason at any time. This handbook is not intended to preclude or dissuade employees from engaging in legally protected activities under the National Labor Relations Act NLRA. This handbook supersedes any previous handbook or policy statements, whether written or oral, issued by [company name].
If I have any questions about the content or interpretation of this handbook, I will contact Human Resources.
I agree to comply with, and enforce, ALL the rules, policies, and procedures set forth in the Employee Handbook. If you choose to use the above template for your organization, make sure you customize it as necessary. As mentioned above, sometimes it is good to include statements in the employee handbook acknowledgement form that reduce confusion.
Reflect on the more important policies of your employee handbook as well as its overall objectives. You can include additional statements that you clearly want employees to be agreeing to. Sometimes there are simple misunderstandings about the form or handbook, or there are sections of the form or handbook that need to be updated or revised. You should get their signed acknowledgement that they understand this, which may require typing up another acknowledgement form.
Still have questions? He has filled professional roles as an HR business partner, an HR generalist, and a senior recruiter; and has exceptional experience in people analytics, compensation, and talent development.
Brandon is a strong advocate for HR strategy and helping business leaders understand the true power of maximizing employee potential. How can you know which documents are required to be signed and which are optional? What paperwork is the most important? All of these questions are answered as you dive into our new employee paperwork checklist. Few things make a bigger difference in new hire onboarding than the creation of an onboarding packet.
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