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Employee Handbook

Athletes Help Their Teams Win by Following Their Sport’s Rule Book. Employees and Businesses Win by Following an Employee Handbook.

The most successful companies know that informed employees are productive employees. Use our employee handbook template to easily create a streamlined, custom handbook for your organization.

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Employee Handbook (MS Word) Employee Handbook (Adobe PDF)
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1.0 Introduction

This employee handbook was created to notify and educate you with [Company Name]’s current policies and regulations. All information contained in this handbook replaces any and all previous employee handbooks, company memo’s, and/or documents that have been issued in regards to the information directly covered by this handbook. Please read this handbook thoroughly and retain it for future reference as needed.

Given the fact [Company Name] is continually growing and changing, we reserve the right to modify the policies contained in this handbook as needed. You will be notified of any changes in a timely manner and encourage you to contact the Human Resources Department at [This email address is being protected from spambots. You need JavaScript enabled to view it.] if you have any questions.

This handbook does not promise employment nor does it guarantee an agreement for employment. Only a qualified officer for [Company Name] has the authorization to enter into an agreement for employment between you and [Company Name]. That agreement will not be considered enforceable until it has been signed by you and the authorizing officer for [Company Name]. [Company Name] is an at-will employer giving you or [Company Name] the right to terminate the employment agreement on any grounds, with or without reason or notice.

2.0 Employment Law

2.1 Equal Employment Opportunity

[Company Name] will provide equal opportunity employment to all persons and applicants seeking employment. [Company Name] will not consider race, color, religion, sex, sexual orientation, national origin, age, disability, marital status, pregnancy, genetic information, or military status when determining ability to perform the job in which applied for. [Company Name] will comply with any and all applicable state and local laws involved with assuring nondiscrimination in employment within every department at [Company Name]. This policy applies to all provisions and circumstances of employment, including, hiring, assignment, advancement, termination, layoff, recall, transfer, leaves of absence, payments, grade level and instruction.

Any form of employee harassment based on race, color, religion, sex, sexual orientation, national origin, age, disability, marital status, pregnancy, or military status is also explicitly forbidden by [Company Name]. It is unacceptable to interfere with the ability of [Company Name] employees to perform their job and it will not be tolerated by [Company Name].

All employees of [Company Name] are strongly encouraged to bring any issues to the attention of their manager or the Manager of Human resources. Concerns may be brought forward without fear of retaliation or punishment. Furthermore, any reports of alleged discrimination will be kept confidential to all extents possible and will be investigated immediately upon notification. Anyone found to have engaged in discriminatory conduct will be subject to corrective actions, which may or may not include immediate termination.

2.2 Americans with Disabilities Act (ADA)

[Company Name] does not discriminate against a qualified individual with a disability in any manner, state or right of employment in strict compliance with the Americans with Disabilities Act (ADA). Suitable accommodations will be provided for employees with disabilities by [Company Name], and you are encouraged to contact the Human Resources if you become disabled after your employment begins, or if you find the present conditions are unsuitable for your particular disability.

2.3 Immigration Law

[Company Name] will hire only those who are authorized to work in the United States in compliance with the Immigration Reform and Control Act of 1986. All employees will be required to submit documentary proof of their identity and all required documents stating their authorization to work in the United States.

2.4 Uniformed Services and Reemployment Rights

[Company Name] will allow an unpaid military leave of absence to any employee who needs such leave to carry out assistance in the uniformed services in compliance with the Uniformed Services Employment and Reemployment Rights Act (USERRA). For more information about the USERRA, please feel free to contact the Human Resources Department.

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