Human Resources Documents and Policies

A. Sexual Harassment
Sexual harassment includes, but is not limited to, unwelcome sexual advances, requests for
sexual favors, as well as other conduct of a sexual nature when: 1. The submission to or rejection
of such conduct is made a condition of the employee's continued employment, or used as the
basis for any employment decisions affecting the employee; or 2. The conduct, if unwelcome and
severe or pervasive, creates an intimidating, hostile or offensive working environment, or
unreasonably interferes with an employee's work environment.

B. Other Discriminatory Harassment

Any conduct based on a person's race, color, religion, gender, national origin, age, disability, or
any other characteristic protected by local or federal law is considered harassing if it creates a
hostile, intimidating or offensive work environment, or unreasonably interferes with an
employee's work performance.

C. Reporting Discriminatory Harassment

Any employee who believes that discriminatory harassment has occurred should immediately
report the incident to Human Resources. The Company takes matters of discriminatory
harassment very seriously and will conduct a prompt investigation of all complaints and take
appropriate action based upon that investigation. Any employee found to have engaged in any
form of discriminatory harassment will be subject to appropriate disciplinary action, up to and
including termination of employment. Absolute confidentiality cannot be guaranteed. However,
every effort will be made to handle all complaints and investigations with as much discretion and
confidentiality as circumstances permit. The Company will not tolerate any retaliation against
any employee for making a complaint, bringing inappropriate conduct to the Company's
attention, or for participating in an investigation of an alleged act of harassment.

Injury Report Form

Kawaii Shop Of Magic

Employee Name:_______________________________________________________
SS#:___________________________________
Job Title:______________________________________________________________
Department:___________________________________________________________
Date/Time of Incident:_________________________________
Location:_______________________________________________________________
Date/Time reported:____________________________________
Reported to:_____________________________________________________________
Description of incident:___________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
Description of injury: _____________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________

Recorded on OSHA Form?__________

Where was treatment given?_______________________________________________

What type of treatment was given?__________________________________________

Is employee able to return to work?_________________________________________
If yes, when?_____________________________________________________________
If no, how many days off are required:_______________________________________

__________________________________________________________________________
Prepared by (print)

__________________________________________________________________________
Signature

____________________________
Date

POLICY: Personal Leave of Absence

POLICY #: 1
EFFECTIVE DATE: June 1 2015
PERTAINS TO: All Employees/Full-time employees [choose one]

Kawaii Shop OfMagic understands that occasionally, situations may arise in which an employee
needs to take time of for personal matters. Accordingly, we allow our employees to take a
personal leave of absence, provided that certain conditions are satisfied.
All [full-time] employees are who have been employed at [Company Name] for a period of
[insert time span] are eligible for personal leave.
Personal leave may be taken for any of the following reasons:
q

Extension in extended vacation or sabbatical leave

For a funeral of a family member or close friend

Treatment of any health conditions/recovery from treatment

To care for a family member with a serious health condition

For education

For emergencies that may arise

[Company Name] reserves the right to ask for documentation/certification is any of the abovementioned situations, (i.e. medical/death certificate).
Personal leave is offered for a period of [insert time span], and may not be exceeded. The
employee may choose to take the leave all at once, or in shorter periods (to continue work parttime).
All employees wishing to take personal leave must notify their immediate supervisors, in
writing, at least 15 days before the proposed leave. We understand that in some emergency
cases, this may not be possible. In these cases, the employee should notify his/her supervisor as
soon as possible.
Personal leave is [paid] or [unpaid]. Employees have the option of using any accrued paid leave
they may have toward their unpaid personal leave.
Any employee on personal leave will still be entitled to their health benefits. All other benefits
will end. Upon return to work, he/she will be reinstated to his/her former position, and all other
benefits as if the leave was never taken.

[Company Name] will offer the appropriate accommodations, in the event that an individual is
not able to perform previous job duties.

POLICY: Employee Work Rules

POLICY #: 2
EFFECTIVE DATE: [Insert Date]
PERTAINS TO: All Employees
Kawaii Shop Of Magic does not tolerate unacceptable behavior. The following is a list of
unacceptable behaviors. This is merely a sample list. Any employee found engaging in any
unacceptable behavior will be subject to disciplinary action (whether or not the behavior appears
on the following list). Disciplinary action includes, but is not limited to: reprimand, suspension,
and dismissal.
1. Neglecting work responsibilities during work hours
2. Consistent tardiness or unexcused absences
3. Punching another employees time card or falsifying records
4. Giving false, incomplete, or misleading information to obtain days off
5. Failure to comply with the instructions of the supervisor(s)
6. Stealing, damaging, or destroying company property/co-worker property
7. Neglecting company property
8. Unauthorized use of company property
9. Violation of safety or health rules
10. Violating company smoking policy
11. Workplace violence (including threats and verbal abuse)

12. Sexual harassment

13. Engaging in horseplay or other disorderly conduct
14. Possession of weapons while on company property
15. Working under the influence of drugs or alcohol
16. Violating company dress code
And for any employee who wants to be part of our business health plan well use United
healthCare to help them.
http://www.uhc.com/

Interview Questions - Account Manager

Candidate: _______________
Date: ___________________
Instructions:
Once you have saved the interview package to your
desktop, you can modify the rating system and question
design to reflect your needs and job requirements.
The interview package is designed to allow the interviewer
to rank the candidates individual answers and give the
candidate an overall rating. Interviewers should focus on
the required job skills and responsibilities of the position,
rather than ranking the candidate based on personal
reactions. The scoring system is based on the following:
1 - Poor
2 - Unsatisfactory
3 - Satisfactory
4Good
5 - Excellent
Helpful hints to determining Excellent or Poor answers:

The candidate should be able to relate their answer back

to specific work-related examples.
The answers should reflect the characteristics and skills
you require for the position.
The candidate should display confidence when responding
to questions.
The interviewer should look for quality answers, not
quantity. Long answers do not necessarily equal quality
responses.
Bad comments about previous employers and their
business practices do not reflect good answers.
Questions:
Tell me about your previous and current positions and your
responsibilities.
Why are you considering leaving?
1
2
3
4
5
Tell me about a time when you were successful in
explaining a complex concept to someone.
What was the concept?
How did you make it understandable?
How did you know you were successful?
1
2
3
4
5
Describe the most difficult problem you have had to
resolve.

What resources did you use?

What was the result?
1
2
3
4
5
Describe a time when you worked in a group with an
unproductive team member.
How did you handle the situation?
1
2
3
4
5
Give me an example of the most recent project you were
involved in.
How did you organize and plan the project?
What was your role?
1
2
3
4
5
It is important to have strategic internal and external
contacts.
Could you give me an example of a situation where
knowing who to talk to helped you to get the most
accomplished.
1
2
3
4
5
Describe a situation when your decisions resulted in a
profitable resolution?
1
2
3
4
5

What types of negotiations have you been involved in?

Describe a recent situation.
What was your role? What techniques did you use? What
was the outcome?
1
2
3
4
5
Work interaction can be difficult at times.
Describe a highly stressful interaction youve had.
1
2
3
4
5

Tell me about the most challenging written communication

you have had to deliver.
What was the purpose? What was the result?
1
2
3
4
5
Overall Rating: 1

Comments:

Interviewer:_______________________________

http://www.hrtrain.com/discriminatory_harassment_policy.html