Handbook and Policy

Written policies and procedures are an essential tool in the daily battle against the barrage of inquiries and complaints about pay procedures, promotion policies, vacation scheduling conflicts, turnover problems and grievance procedures–to name just a few.

Company policies set productive standards of conduct, create systems to deal with complaints, reduce faulty communications, and insure consistency in discipline, safety and work rules. Moreover, written policies help avoid charges of favoritism on the one hand and unfairness and discrimination on the other. Written policies and procedures help create and maintain a happier, more satisfied and more productive workforce.

Employee handbooks and policy manuals share the following objectives and uses:

• To serve as written declarations of a company’s commitment to fair employment practices and equal employment opportunity.
• To express the basic philosophies of senior management.
• To serve as basic philosophies of senior management.
• To provide employers with a systematic approach to effective employer-employee relations.
• To outline company rules and requirements.
• To clarify an organization’s expectations of its employees.
• To identify lines of authority and levels of responsibility.

In addition, an PCG manual serves as a training resource for newly hired or recently promoted managers, reducing the risk of poor PCG related decisions.

Handbooks also offer a brief history of the organization and a description of its primary products or services, outline the benefits and privileges of working for the organization, and identify the employer’s obligation to employees with regard to continued employment.

INTRODUCTORY POLICIES

1. Introduction & Future Revisions
2. Open Communication Policy
3. Equal Employment Opportunity
4. Affirmative Action Policy
5. Unlawful Harassment

EMPLOYMENT POLICIES AND PRACTICES

1. Classification of Employees
2. Promotions and Transfers
3. Re-Hired/Converted Employees
4. Job Duties
5. Work Schedules
6. Personnel Records
7. Inspection of Payroll Records
8. Layoffs and Work Reductions
9. Employment Termination
10. Severance Pay
11. Exit Interviews
12. Employment Verification and References

TIMEKEEPING AND ATTENDANCE

1. Punctuality and Attendance
2. Timekeeping Requirements for Non-Exempt Staff
3. Meal and Rest Periods for Non-Exempt Staff
4. Overtime and Make-up Time Provisions for Non-Exempt Staff
5. On-Call Duty
6. Payment For Hours Worked During Business Travel for Non-Exempt Staff
7. Pay for Mandatory Meetings for Non-Exempt Staff
8. Payment of Wages
9. Advances
10. Payroll Deductions, Wage Attachments And Garnishments

STANDARDS OF CONDUCT

1. Professional Business Conduct and Ethics
2. Employee Conduct
3. Performance Evaluations
4. Problem Resolution
5. Policy Prohibiting Use Of Drugs And Alcohol
6. Drug or Alcohol Rehabilitation
7. Client and Public Relations
8. Gratuities and Gifts
9. Confidentiality
10. Conflict of Interest
11. Solicitation
12. Employment Of Friends And Relatives
13. Media Contact
14. Dress Policy
15. Wearing Company Attire Off Duty
16. Employer and Employee Property
17. Computer, Telephone and Electronic Media
18. Telephone Usage
19. Computer Software
20. Workplace Monitoring and Privacy
21. Business Related Expenses
22. Personal Use of Company Property
23. Driving Record and Insurance
24. Cell Phone Usage
25. Health and Safety
26. Smoking Policies
27. Security
28. Workplace Violence
29. Off-Duty Use of Facilities

BENEFITS

1. Vacations or Paid Time Off
2. Exempt Employees Time Off Policy
3. Sick Leave
4. Kin Care
5. Holidays
6. Insurance Benefits
7. Domestic Partners
8. Alcohol and Drug Rehabilitation Leave
9. FMLA (Family Medical Leave Act) and CFRA (California Family Rights Act)
10. Pregnancy Disability Leave
11. Workers’ Compensation Leave
12. Workers’ Compensation and FMLA/CFRA
13. Return to Work Policy
14. Paid Family Leave
15. COBRA
16. Jury Duty or Witness Leave
17. Time Off to Vote
18. Military Leave
19. Bereavement Leave
20. Telecommuting
21. Volunteer Firefighters
22. School Activities
23. Time Off to Seek Safety From Domestic Violence or Sexual Assault
24. Time Off for Victims of a Serious Crime
25. Day Care and School Visits
26. Receipt and Acknowledgment of Employee Handbook