The Employee Handbook

The Employee Handbook

Table of Contents
Section 1: Introduction ............................................................................ 2 Section 2: Workplace code of conduct .................................................. Section 2.1: General rules................................................................ Section 2.2: Sickness and general absences................................... Section 2.3: Personnel records ........................................................ Section 2.4: Proper time card use .................................................... Section 2.5: The bulletin board......................................................... Section 2.6: Tools ............................................................................. Section 2.7: Drivers licenses ........................................................... Section 2.8: Telephone usage .......................................................... Section 2.9: Smoking ....................................................................... Section 2.10: Illegal activities ........................................................... 3 3 4 4 5 6 7 7 7 7 7

Section 3: Pay policy................................................................................ 8 Section 3.1: Seniority ....................................................................... 8 Section 3.2: Promotion ..................................................................... 9 Section 3.3: Overtime pay .............................................................. 10 Section 3.4: Payroll deductions ...................................................... 10 Section 3.5: Compensation benefits............................................... 11 Section 4: Safety..................................................................................... 12 Section 4.1: The rules of safety...................................................... 12 Section 5: Conclusion............................................................................. 13

Section 1: Introduction
This handbook is for the use of all staff at our company. We, the management team, wrote this handbook to help you carry out your job responsibilities efficiently. The handbook explains the rules and practical guidelines for working at our company. We developed these rules and guidelines based on our experience in this industry. In these pages you will find information about: Workplace etiquette, best industrial practices, and employee personal conduct. Pay and promotion. Safety rules for the workplace.

Warning!
Any breaches of the workplace code of conduct will result in disciplinary action. We follow a three strike rule: 1. A verbal warning. 2. A formal written Employee Warning Notice. 3. Termination of employment.

You will find particularly important information and/ or warnings in the sidebar. We hope you find this handbook useful and informative.

Section 2: Workplace code of conduct

This section explains your rights and responsibilities in the workplace. The following examples are causes for dismissal: You are absent for three days without explanation. You are regularly late.

Section 2.1: General rules

To ensure an efficient as well as pleasant work environment, follow these general rules for personal conduct: Shifts last from 8am to 4.30pm. Do not be late or leave early. Follow the companys traffic and parking regulations. These can be found on the bulletin board (see Section 2.5) Avoid gossip, bad language, or behavior that could embarrass the company. Complete all assigned work thoroughly. Check your work schedule regularly. Respect company property. Respect your co-workers.

Section 2.2: Sickness and general absences

In the case of general absences, sickness, or injury, you, or someone representing you, must call your supervisor before 8am. When you return to work after a sickness or injury, provide a doctors certificate to your supervisor.

Warning!
Falsification of documents is grounds for dismissal (employment applications, personnel security questionnaires and so forth).

Section 2.3: Personnel records

Help us keep accurate personnel records by notifying the office whenever there is a change. Incorrect records will lead to problems concerning tax, social security, employee benefits, and so forth. Correct personnel records are important for contacting your family in the case of an emergency. Therefore, you must inform us about: Changing home address. Changing telephone number. Marital status. Number of dependents. Military service status.

Section 2.4: Proper time card use

Your time card is the record of the time you have worked. Ensure your time card is an accurate reflection of your actual time worked. Here are some guidelines for proper time card use: Punch in and punch out at the start and end of your shift. Punch in and punch out anytime you leave the company premises. Do not bend your time card. Place the time card in the correct slot in the rack after use. Never punch another employees time card or let another employee punch your time card. If you forget to punch your card, contact your supervisor. Your supervisor must correct the time card.

Do not punch your card more than five minutes before the start of your shift. Do not punch it more than five minutes after your shift begins. If you are late punching your time card, you will be docked payment.

Sample time cards

Section 2.5: The bulletin board

We encourage communication within the company. However, it is not possible to talk with each employee individually on a regular basis. Therefore, you can find announcements and information on the bulletin board above the time clock. Please inspect the bulletin board every day when you clock in and when you clock out. If you have any problems or questions, inform your supervisor or a member of the management team immediately. We will always do our best to help you.

Bulletin board

Time clock

The bulletin board is above the time clock

Section 2.6: Tools

You must bring your own tools to work. Avoid borrowing other employees tools. If you need to buy tools, the tool truck comes to our workplace once a week. The company does not take responsibility for any lost tools.

Do not smoke in the workplace (see Section 2.9).

Section 2.7: Drivers licenses

You cannot drive any company vehicles without a California drivers license. If you do not have one, inform your supervisor.

Section 2.8: Telephone usage

Personal telephone calls are for emergencies only. However, if you have to make a call, do it during your break or at lunch time. If you receive a call during your shift, we will place a memo in your time card slot on the rack.

Section 2.9: Smoking

You cannot take smoking breaks during your shift. If you must smoke during your break or at lunch time, do it in a designated area.

Section 2.10: Illegal activities

The following acts are cause for dismissal: Coming to work under the influence of alcohol or drugs. Bringing weapons to work (firearms, knives, explosives, and so forth). Stealing. Gambling during work hours.

Section 3: Pay policy

We are an equal opportunities employer. We pay rates that are equal to or better than the industrial standard and review our rates annually. Rate structures, ranges and job classifications are based on job evaluation. We offer higher rates for employees who perform exceptionally well. If you want to excel in your job, work hard and make us take notice of you.

Section 3.1: Seniority

The amount of time you have worked in the company determines your seniority. Your level of seniority impacts your rate of pay and promotion opportunities. We measure seniority from the date we first hired or rehired you up until present. The first sixty days on the job is probationary. During this period, we consider employees to be temporary and reserve the right to terminate without giving consideration to seniority. After the probationary period, we will honor your seniority.

Do not collect money while you are working unless the management has authorized it. This includes garnishments for existing debts.

Seniority ends when: We dismiss you from our employment. You voluntarily quit. You work on a job that interferes with your work at the company. If we have only temporarily dismissed you, this rule does not apply. You are absent from work for any reason, without notifying your supervisor (see Section 2.2). You receive a recall after a temporary dismissal but fail to notify us of your intention to return to work. You must notify us of your decision within two days of first receiving the recall.

Section 3.2: Promotion

When there is a vacancy, we prefer to hire in-house. However, current employees must be suitably qualified to be considered for higher rated jobs. We encourage you to go to night school or do a course to train yourself up. When a vacancy arises, and more than one candidate with the same qualifications applies for the job, we will select the candidate with the higher seniority (see Section 4.1). If we do not find a suitable in-house candidate, we will hire externally.

Section 3.3: Overtime pay

Sometimes you will need to work overtime. We define overtime as any hours you work in excess of twelve hours per day or forty hours per week. Your supervisor must authorize the overtime in advance and if you are unable to do required overtime, please inform us. We provide two different rates of overtime: Over 40 hours a week: one and half times your hourly rate. Over 12 hours in one day: twice your hourly rate.

If both of the above rates apply to you at the same time, we will only pay the higher premium. We offer employees with higher qualifications the most overtime.

Section 3.4: Payroll deductions

State and federal law requires us to make deductions from your pay check. You will note the following deductions each payday: Income tax: this varies depending on your income and the tax exemptions you report to us. Social security: The Federal Insurance Compensation Act (FICA) requires certain tax deductions. We also contribute an equal amount to your Social Security Fund (Old Age Retirement). State disability insurance (California employees only): this varies depending on state law at the time of payment. It covers unemployment and/or non-work related injuries.

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Section 3.5: Compensation benefits

We provide you with Workmans Compensation Insurance as state law requires. This compensation varies depending on the injury or disability. Contact the management team directly for more information about coverage. If you are injured while working, report it immediately. We will send you to a doctor approved by our insurance carrier. Your supervisor will give you an Authorization for Medical Care slip. On the day of the injury, we will pay you for all the hours you were scheduled to work up to ten hours only. We do not count this payment as overtime (see Section 3.3) If you need to see the doctor again, schedule it on your own time.

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Section 4: Safety
This section of the handbook explains some rules to help keep you and your co-workers safe. Read this section carefully and apply it to your everyday work routine.

Warning!
Violating The rules of safety is grounds for dismissal. Always be safe.

Section 4.1: The rules of safety

Report unsafe conditions, work practices, and equipment to your supervisor. Be alert and keep your mind on the job. Find out what the safest method of operation is for all machinery you will use in the workplace. Do not use any equipment or machinery without your supervisors permission. Do not wear loose clothes. They can catch in the machinery. Wear goggles or eye guards when doing dangerous work. Never run in the work place. Do not push or shove your co-workers. Horseplay can lead to accidents and is grounds for dismissal. Report all injuries to your supervisor. If you do not report an injury immediately, you may not be able to claim benefits, such as Workmans Compensation Insurance (see Section 3.5). Above all, use common sense and exercise good judgment.

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Section 5: Conclusion
Thank you for reading The Employee Handbook. We hope you have found it useful and that you now understand your responsibilities in the workplace as well as our responsibilities toward you. If you believe there is anything we have not covered in this handbook please contact your supervisor or a member of the management team so that we can update it. Best wishes, The Management Team. Email: managementteam@theindycompany.com Phone: 555-123-4567

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Notes

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